It may be safer to show an employee is not capable than to hide it

A recent case at the Employment Appeal Tribunal  demonstrates the serious risk of using redundancy as a cover for a capability dismissal.  I suggest that this happens often. Lack of capability can be hard to prove and, if proven, leaves the employee with no more than notice pay and with a stain on their […]

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Redundancy talks to be cut from 90 to 45 days

Larger employers (it more frequently affects larger employers) who want to dismiss 100 or more employees at one establishment within a period of 90 days or less, must begin a consultation at least 90 days before the first dismissal takes effect. The government is proposing to reduce that period to 45 days. Anything that appears […]

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