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- Date:
- 22 October 2011
- Type:
- Law reports
In Eversheds Legal Services Ltd v de Belin [2011] IRLR 448 EAT, the EAT held that a male employee was discriminated against on the grounds of sex when he was selected for redundancy after a colleague on maternity leave was automatically given the highest possible score in respect of one of the selection criteria.
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- Date:
- 19 September 2011
- Type:
- Law reports
In First Scottish Searching Services Ltd v McDine and another EATS/0051/10, the EAT held that, where a redundancy exercise was carried out by a transferee, post transfer, it was not unfair for it to have conducted the scoring of former employees of the transferor separately using former managers of the transferor.
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- Date:
- 1 June 2011
- Type:
- Law reports
Claire Benson is managing associate and Helen Corbett, Sinead Jones, Helen Ward and Tori O'Neil are associates at Addleshaw Goddard LLP. They round up the latest rulings.
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- Date:
- 1 May 2011
- Type:
- Law reports
Joanne Magill, associate, and Claire Benson and Ceri Hughes, managing associates, at Addleshaw Goddard detail the latest rulings.
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- Date:
- 17 March 2011
- Type:
- Law reports
The Employment Appeal Tribunal has held that the employment tribunal was wrong to find that the absence of a system of moderating two sets of redundancy scores following a TUPE transfer rendered the selection process unfair.
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- Date:
- 10 November 2010
- Type:
- Law reports
This week's case of the week, provided by DLA Piper, covers consultation on redundancy selection criteria scores.
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- Date:
- 1 November 2010
- Type:
- Law reports
Annabel Mackay, managing associate at Addleshaw Goddard, detail the latest rulings.
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- Date:
- 19 October 2010
- Type:
- Law reports
This case serves as a warning to employers always to calculate redundancy selection scores carefully, as mistakes can render a dismissal unfair even if they are identified only after the employee's appeal.
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- Type:
- FAQs
-
- Date:
- 12 August 2010
- Type:
- Law reports
A 62-year-old worker who was made redundant was awarded over £27,000 for age discrimination and unfair dismissal, in a stark warning for employers that allow their redundancy selection procedure to be tainted by age bias.
