When employers wish to make employees redundant they must follow a clear and fair process. The Labour Relations Agency has a redundancy flowchart and sample letters which can help employers and employees in this situation.
Employers are responsible for the payment of Statutory Sick Pay (SSP) for periods of illness of four days or more up to a total of 28 weeks' absence in any one period of incapacity for work.
This seminar is aimed at employers and employees and their representatives who have to face or deal with a potential redundancy situation. The seminar will address such issues as the legal definition of redundancy, redundancy consultation, redundancy policies and procedures and the calculation of redundancy payments.
The seminar will last for 2.5 hours.
One of the qualifying conditions for receipt of SAP is to have average weekly earnings (before tax) of £118 or more (April 2019).
This leaflet is aimed at employers where fewer than 20 staff are at risk of redundancy.
An employee who is being made redundant and who has been continuously employed by the same employer for at least two years is entitled, whilst under notice, to take reasonable time off with pay within working hours to look for another job, or to make arrangements for training for future employment.
In light of recent decisions the Agency is currently reviewing this Advisory Guide - Advice on handling redundancy.
When your wife, partner or civil partner gives birth or adopts a child, you may be entitled to Statutory Paternity Pay.
Employees can be dismissed for reasons such as gross misconduct or a fundamental breach of contract. A fair and robust process should be followed where all parties have certain rights and responsibilities.
Disciplinary procedures are used for dealing with problems with employees' conduct or their performance, which could lead to warnings or dismissal.