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3 Things We Learnt In Law This Week (7 February 2019)

Consultation On Extending Redundancy Protection For New Parents

A recent study by the Department for Business, Energy and Industrial Strategy found that one in nine returning to work after maternity leave were fired, made redundant, or treated in a manner which forced them to leave their job. The study also found that as many as 54,000 women per year are losing their jobs as a result of their pregnancy or maternity leave.

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Consultations and Compulsory Redundancies

Following on from our article ‘How to avoid compulsory redundancies’ a few months ago, unfortunately there can be instances where a business simply has no alternative but to consider cutting staff to reduce costs.

If that is the case then there are important rules that you must follow and if you fail to do so then any redundancies you may make could be unfair and you could be taken to a tribunal. You must identify which people you will make redundant and ensure you select people fairly.

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The Processes and Pitfalls of Dealing with Staff who are Taking Maternity Leave

With Samira on Maternity Leave from the end of today, we thought it was only fitting that our article this week covered this complex area of law. Family friendly rights, including leave and pay in relation to maternity are constantly evolving and growing as an area of employment law. In this article we aim to offer some clarity on this area and provide employers with some advice on the do’s and don’ts when dealing with staff taking maternity leave.  

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How to avoid Compulsory Redundancies

We wrote recently about how the liquidation of a large company can have potential indirect consequences for small and medium businesses. Through no fault of their own, a small or medium sized business can suddenly find that cash flow is drastically affected.

Often, in those circumstances, the knee jerk reaction is to look at ways to reduce outgoings and one of the simplest ways to do that is to reduce staff.  Many small businesses are reporting that following the collapse of Carillion they may have no alternative but to look at making staff redundant.

It is however worth considering that there are ways to avoid making compulsory redundancies, which can sometimes be costly in the short term.

Before you conclude that redundancies are necessary, consider the following options –

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Brexit and Redundancy; a guide for employers

As the Brexit negotiations start getting into full swing and the likes of JP Morgan start looking at moving their offices away from the UK this will mean redundancies are inevitable. While your business may not to the same scale of JP Morgan, if you lose contracts then it will mean, you will need fewer employees to deliver the service. Again, redundancies are inevitable, so here’s a quick guide to ensure that you remain within the right side of the law. 

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Disciplinary process, Adverse Weather Conditions, Employment Law, Leeds, Yorkshire

As we count down to the New Year, let’s remind ourselves of 2015’s key judgments. They include cases on: whistleblowing, working time, annual leave during sickness absence, holiday pay, disability discrimination, redundancy consultations, recruitment, and the role of HR in disciplinary proceedings.

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How to deal with laying employees off

In some industries work is seasonal and employees expect a short lay off and/or ‘short time’ working period per year to cater for this, most employees use this period to take their annual leave. Unfortunately for the majority of businesses laying staff off or putting them on short time hours has resulted from the challenging economic climate.

Businesses continue to face hard decisions like whether they should make staff redundant or whether they should consider a temporary ‘lay off’ period in the interim to ascertain whether business will eventually pick up. 

So when is it appropriate for a lay-off or short-time working? 

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