Use this model letter to confirm to a pregnant employee who has not commenced maternity leave and been given notice of redundancy that no suitable alternative vacancies exist. This letter should be used only where the employee informs the employer of their pregnancy on or after 6 April 2024.
Use this model letter to offer suitable alternative employment to a pregnant employee who has not commenced maternity leave and been given notice of redundancy. This letter should be used only where the employee informs the employer of their pregnancy on or after 6 April 2024.
Use this model letter to confirm to a pregnant employee who has not commenced maternity leave and been given notice of redundancy that they have accepted an alternative position. This letter should be used only where the employee informs the employer of their pregnancy on or after 6 April 2024.
In Miller v University of Bristol ET/1400780/22, the employment tribunal held that the professor's anti-Zionist beliefs are protected under the Equality Act 2010, and that his summary dismissal was an act of direct philosophical belief discrimination and unfair.
Updated to reflect that government guidance on right to work checks no longer provides for a grace period during which an employee can make a late application to the EU settlement scheme and maintain the right to work with their current employer.
Enhanced by creating three separate guides on supporting redundancy survivors, to help you find the guidance you need. This initial guide discusses how "survivor syndrome" can have an impact on employees and the organisation itself.
Leading practice guidance discussing how employers can engage redundancy survivors through effective communication, consultation and collaboration during the redundancy process.