Employee volunteers for redundancy, is then made redundant on the terms offered and yet still claims unfair dismissal. A non-starter, surely? That was the view taken by the Employment Tribunal in White –v- HC-One Oval Limited at the back end of 2020. Ms White had volunteered for redundancy so could reasonably dispute neither the existence … Continue Reading
In our webinar last week we looked at the law around whistleblowing with particular reference to how what is now quite an old legal concept may be used for the best or worst of reasons by employees returning to the office. The good faith airings of concerns around gaps in the employer’s Covid precautions must … Continue Reading
Don’t you just love a good understatement? How about this little beauty on the merits of a rejected flexible working complaint: “The difficulty for the claimant is that she never proved that this arrangement could work by producing the required amount of work in the required time. This was both in terms of quality and … Continue Reading
In all the hoo-hah around the use of NDAs in settlement agreement, no one yet seems to have asked the question of what happens if you sign such an agreement and are then called as witness to the Employment Tribunal anyway. Can you (or your former employer) rely on the NDA as a reason for … Continue Reading
This is the next in our re-run of a series of posts on employment mediations. In Part 1 of this series I referred to some of the basic principles underlying a successful mediation. But why should the parties consider themselves bound by them? This is where the formal mediation agreement comes in. CEDR mediators will … Continue Reading
This post is kindly written for us by Lord Justice Underhill of the Court of Appeal. Actually, that’s not entirely (or indeed at all) true. However, while reciting long tracts of Court Judgments is rarely a good way to make friends and influence people, his recent guidance on when enhanced redundancy terms will become contractual … Continue Reading
