End of employment

New and updated

• Date:

  25 August 2020

  Type:

  Commentary and analysis

  Should you enforce restrictive covenants during a pandemic?

  Non-compete clauses and other restrictive covenants are often used to prevent an employee from taking an organisation's commercial secrets to a competitor when they leave. But is it fair to enforce them when job opportunities are limited? Imogen Finnegan, senior consultant at Bellevue Law, weighs up the pros and cons.

• Date:

  4 August 2020

  Type:

  Commentary and analysis

  Can remote redundancy conversations be sensitive and fair?

  With job losses continuing to hit the headlines, many employers are wrestling with the practical issues involving redundancy consultations, and how to conduct these in a sensitive way despite restrictions. Stuart Duff looks at the role of video in difficult conversations.

• Type:

  Legal timetable

  Furloughed employees entitled to statutory notice and redundancy payments based on normal pay

  New Regulations set out how employers must calculate a week's pay in relation to certain statutory termination payments paid to employees furloughed under the Coronavirus Job Retention Scheme (CJRS).

• Type:

  Policies and documents

  Letter informing trade union or employee representatives of proposed redundancies (collective redundancy consultation)

  Overhauled and enhanced to provide a more comprehensive letter in view of the increasing need to consider collective redundancies due to the coronavirus (COVID-19) pandemic.

• Type:

  Policies and documents

  Letter inviting trade union or employee representatives to a consultation meeting (collective redundancy consultation)

  Overhauled and enhanced to provide a more comprehensive letter in view of the increasing need to consider collective redundancies due to the coronavirus (COVID-19) pandemic.

• Type:

  Policies and documents

  Letter to trade union or employee representatives permitting access to employees (collective redundancy consultation)

  Overhauled and enhanced to provide a more comprehensive letter in view of the increasing need to consider collective redundancies due to the coronavirus (COVID-19) pandemic.

• Type:

  Policies and documents

  Letter informing employee of proposed redundancies (collective redundancy consultation)

  Overhauled and enhanced to provide a more comprehensive letter in view of the increasing need to consider collective redundancies due to the coronavirus (COVID-19) pandemic.

• Date:

  22 July 2020

  Type:

  Law reports

  Unfair dismissal: Reliance on anonymous statement was not unreasonable

  In Tai Tarian Ltd v Christie, the Employment Appeal Tribunal held that the tribunal had erred in its approach to fairness when it found the carpenter had been unfairly dismissed following a complaint made against him by a tenant who requested anonymity.

• Date:

  9 July 2020

  Type:

  Law reports

  Whistleblowing: Aggravated damages awarded for "malicious" and "vindictive" treatment

  In Sinelnikova v ActivTrades plc, an employment tribunal upheld a compliance officer's claims of unfair dismissal, whistleblowing and victimisation after finding that she had been subjected to "concerted and malicious" action by her employer.

• Type:

  Employment law manual

  Collective redundancy consultation

  Enhanced to include information on how the obligation to consult may be triggered where groups of redundancies are aggregated.