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UK Employment Rate and Compensation Increases Now in Effect

In case you have been distracted by other recent events in the UK, here is a reminder that the compensation limits on Employment Tribunal awards and certain other amounts payable under UK employment legislation increased as of the first week of April 2019. This alert sets out the changes in full and highlights important consequences for employers. Access the full article.

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Brexit Update: UK Employment Law Implications

Don’t panic. The United Kingdom will continue to be an EU Member State until procedures are completed for exiting the European Union, which is likely to be at least two years. Until a withdrawal agreement is reached, EU laws and treaties will still apply, including the right for EU nationals to work in the United Kingdom. This means that all current EU-derived employment laws should remain in place for at least two years. Read the full article.

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Collective Redundancy Consultation: European Court Judgment is Good News for UK Employers

Background UK legislation provides that, when a UK employer proposes to make redundant 20 or more employees at one establishment within a period of 90 days or less, the employer is required to collectively consult representatives of those affected, prior to implementing that proposal. Failure to do so can lead to the employer being required to pay up to 90 days’ pay to each affected employee (a Protective Award). In 2013, when considering the lawfulness of the collective redundancy process carried out by Woolworths in the throes of its closure, the UK Employment Appeal Tribunal caused havoc by deciding that the words “at one establishment” should be deleted from the legislation. The deletion meant that, in order to avoid liability for a Protective Award, an employer proposing make 20 or more redundancies, anywhere in their UK business, within the relevant timeframe, needed to collectively consult about those proposals, no matter how geographically disparate...

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UK Employment Seminar: HOW TO…Deal with Maternity Dilemmas

Juggling maternity rights and practical employment issues can be notoriously difficult, and has the potential to make what should be a happy event seem rather daunting, for both employer and employee. We see the same questions arise time and again on some particularly thorny maternity topics, including HOW TO: Deal with bonus, commission and holiday entitlement during maternity leave, in a way that is lawful and fairly balances the interests of the new mother, the rest of the team and the business Handle flexible working requests and the right to return to work (including what to do if you would prefer to keep the maternity cover) Conduct a redundancy exercise when employees on maternity leave are among those “at risk” In this session, we will give you pragmatic and straightforward answers to these issues, and other, tricky questions, along with practical tips on how to navigate your way through the issues. Thursday, June 25, 2015 8:45 am - Registration and...

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UK Employment Alert No 206: How to Terminate Employment and Exercise a Payment in Lieu of Notice Clause

by Sharon Tan and Paul McGrath The UK Supreme Court has provided guidance about two issues of importance for employers wishing to dismiss a UK employee:  What happens when an employer dismisses an employee in a manner that breaches the terms of the employee’s employment contract?  Is the employment relationship immediately brought to an end despite the employer’s breach, or does it continue? If an employer wishes to rely on a payment in lieu of notice (PILON) clause, is it enough simply to make the payment of money required by the PILON clause, or is something more required? To read the full article, click here.

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