‘A redundancy exercise run by a law firm in its conveyancing department following the first lockdown in 2020 was genuine, an employment tribunal has ruled.’
Legal Futures, 24th March 2022
Source: www.legalfutures.co.uk
‘Two white male creative directors at a top London advertising agency have won a sex discrimination claim after a female director vowed to “obliterate” its Mad Men reputation of being full of straight, white men.’
The Guardian, 23rd July 2021
Source: www.theguardian.com
‘Despite a pledge to get one million more disabled people into work, the disability employment gap has widened during the pandemic.’
Each Other, 14th July 2021
Source: eachother.org.uk
‘A Russian entrepreneur based in the UK with “strong views on the importance of breastfeeding” unfairly dismissed a lawyer after she took maternity leave, an employment tribunal has ruled.’
Legal Futures, 5th May 2021
Source: www.legalfutures.co.uk
‘A senior costs specialist at Slater & Gordon (S&G) has won a claim for unfair dismissal on one ground but an employment tribunal decided it would not be just to award him damages.’
Legal futures, 4th May 2021
Source: www.legalfutures.co.uk
‘A conveyancing solicitor has won her unfair dismissal and discrimination claim against a well-known Essex law firm by default after it filed its defence two days late.’
Legal Futures, 26th April 2021
Source: www.legalfutures.co.uk
‘There was no protection for staff under the TUPE after the sole owner of a law firm was made bankrupt and the practice taken over, the Employment Appeal Tribunal (EAT) has ruled.’
Legal Futures, 8th April 2021
Source: www.legalfutures.co.uk
‘It was common ground between the parties that the claimant had been dismissed for a fair reason, namely redundancy. The point of contention arose from the fact that, at point of dismissal, the respondent had in place a list of workers upon whom it would call upon to
undertake adhoc work as and when needed.’
3PB, 2nd October 2020
Source: www.3pb.co.uk
‘It was common ground between the parties that the claimant had been dismissed for a fair reason, namely redundancy. The point of contention arose from the fact that, at point of dismissal, the respondent had in place a list of workers upon whom it would call upon to undertake adhoc work as and when needed.’
3PB, 2nd October 2020
Source: www.3pb.co.uk
‘Concerns are being raised over a Covid-related backlog of tribunal cases involving people who believe they have lost their jobs unfairly.’
BBC News, 22nd October 2020
Source: www.bbc.co.uk
‘The coronavirus pandemic has caused a wealth of uncertainty for both employers and employees.’
St Philips Barristers, 15th October 2020
Source: st-philips.com
‘The Coronavirus Job Retention Scheme (the Scheme) is winding down in advance of its complete closure on 31 October 2020. This short article will discuss some of the practical and legal challenges that employers face in bringing workers back to work and how these can be met.’
Doughty Street Chambers, 26th August 2020
Source: insights.doughtystreet.co.uk
‘In a restructuring exercise the Respondent employer had sought to “map” the Claimant into a new role and did not treat her as redundant. The Claimant did not agree that her original role mapped to the new role and did not believe the new role was suitable for her. She considered it a role with lower status, fewer senior responsibilities, and a change of job content; she did not believe that it was 70% similar to her existing job. She resigned in protest, claiming constructive unfair dismissal, wrongful dismissal and a redundancy payment. The ET found that the new role was significantly different to the old role, and that the Respondent had breached the implied term of trust and confidence when it failed to consult, failed properly to assess the roles, and failed properly to address the Claimant’s grievance and appeal. The employer appealed. The EAT found that the ET was entitled to find that the Claimant was constructively dismissed. However, in finding that the dismissal was unfair, the ET had failed to direct itself that this was a separate issue, failed to address the issue of reason for dismissal and fairness, and/or failed to give proper reasons for its conclusion that the dismissal was unfair. There was, in fact, no disagreement between the parties that, if there was a dismissal, the reason was redundancy. The case would be remitted to the ET (to the same Employment Judge) to determine whether the dismissal on grounds of redundancy was unfair. The claims of wrongful dismissal and for a redundancy payment remained to be heard in the ET.’
3PB, 3rd August 2020
Source: www.3pb.co.uk
‘Furloughed workers losing their jobs will be eligible for redundancy pay based on their normal wages – not the furlough rate – from Friday.’
BBC News, 30th July 2020
Source: www.bbc.co.uk
‘Job losses are climbing as businesses feel the financial effects of the coronavirus crisis.
What are your rights if you are made redundant?’
BBC News, 24th July 2020
Source: www.bbc.co.uk
‘This article has been prepared by two barristers at 33 Bedford Row outlining the basic principles in relation to redundancy as well as calculation of any redundancy payment.’
33 Bedford Row, 30th June 2020
Source: www.33bedfordrow.co.uk
‘In the past week, thousands of people have lost their jobs across the UK due to the impact of Covid-19.’
Each Other, 7th July 2020
Source: eachother.org.uk
‘The Law Society has called for action to be taken to clear a backlog of cases in employment tribunals ahead of an anticipated “avalanche” of post-COVID claims.’
Local Government Lawyer, 23rd June 2020
Source: www.localgovernmentlawyer.co.uk
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