Editor's message: Organisations dismissing employees as a result of the coronavirus (COVID-19) crisis still need to ensure that they are compliant when doing so.
You can dismiss an employee, and require that the employee cease work immediately and not work out their notice period. However, you must pay the employee for the period of notice.
You must also ensure that any employee leaving the organisation is paid any outstanding salary and holiday pay that they are entitled to, as well as any other payments such as expenses and bonus or commission payments (depending on the contract terms).
Sheila Attwood, managing editor, pay and HR practice
Practical guidance on the steps that employers should take in relation to the death of an employee during the coronavirus (COVID-19) pandemic.
The Coronavirus Job Retention Scheme (CJRS) was created at such speed that it created many unanswered questions. The government has addressed many of these each time it releases a new iteration of the guidance. But, as Daniel Barnett examines, there is still an unclear issue.
With the growing need to consider redundancies in light of the coronavirus (COVID-19) pandemic, HR must ensure that employees who are selected for redundancy are given the correct length of notice. To help you address the various issues that can arise, we have overhauled and enhanced our Notice and PILON section of the Employment law manual.
Updated to include information on East Coast Main Line Ltd v Cameron, in which the EAT considered if length of service is relevant in a wrongful dismissal case.
In Atherton v Bensons Vending Ltd, an employment tribunal held that a small employer fairly dismissed an employee who made a personal attack on the managing director on Facebook. However, the claimant's wrongful dismissal was upheld because the employer could not show that his behaviour was so serious that it was entitled to dismiss him without notice pay.
The Government is consulting on capping public-sector exit payments at £95,000. We look at the detail of the proposals and how they could affect redundancies and reorganisations in the public sector.
The Government consults on its plans for implementing a cap on exit payments for most public-sector workers in England, Wales and Scotland. The cap means that exit payments will be limited to £95,000 for staff in the civil service, local government, NHS and police.
Updated to reflect changes to the rules on taxation of payments in lieu of notice from 6 April 2018.
HR and legal information and guidance relating to payments on termination.