Redundancy payments

New and updated

• Case round-up

  Date:

  1 September 2011

  Type:

  Law reports

  Claire Benson is managing associate and Caroline Jacobs and Chris McAvoy are associates at Addleshaw Goddard LLP. They round up the latest rulings.

• Calculators on XpertHR

  Type:

  Quick reference

  A table providing links to the calculators available on XpertHR that allow employers to calculate employment law entitlements.

• Implied term made enhanced redundancy payment conditional on compromise agreement

  Date:

  19 April 2011

  Type:

  Law reports

  The Court of Appeal has upheld a county court judgment that a term implied through custom and practice meant that an enhanced redundancy payment was conditional on the employee entering into a compromise agreement. 

• Do employers have to pay redundancy payments to part-time employees?

  Type:

  FAQs

• Where an employee on maternity leave who is receiving statutory maternity pay is being made redundant, should their redundancy pay be calculated on their normal rate of pay or their maternity pay?

  Type:

  FAQs

• Will an employer be liable to an age discrimination claim if it makes enhanced redundancy payments?

  Type:

  FAQs

• Age discrimination: Cap on enhanced redundancy pay not unlawful

  Date:

  9 November 2010

  Type:

  Law reports

  In Kraft Foods UK Ltd v Hastie EAT/0024/10, the EAT held that a contractual redundancy scheme that capped payments at the total amount of earnings that the employee would have received prior to retirement was justified as a proportionate means of preventing redundant employees from receiving a windfall.

• Is an employee who is accepted for voluntary redundancy entitled to a statutory redundancy payment?

  Type:

  FAQs

• Should regular overtime be taken into account when calculating weekly earnings for redundancy pay purposes?

  Type:

  FAQs

• EAT finds age-related cap on redundancy payments not discriminatory

  Date:

  15 July 2010

  Type:

  Law reports

  The Employment Appeal Tribunal has held that a redundancy scheme that incorporated an age-related cap on payments was a proportionate means of achieving the legitimate aim of preventing employees from receiving a "windfall" and was not age discriminatory.