A part-time doctor who moved to a full-time training post in a lower grade was entitled to be paid at the full-time equivalent of their pay in their previous post: Barts and the London NHS Trust v Verma [2013] UKSC 20.
Prudent HR decisions are based on up-to-date information. Trotman's Employment Law Alerts (TELA) was an email news service that quickly informed HR professionals about the latest employment law developments. This is proven by the publication dates of the news items shown below. TELA provided accurate; concise; in-depth; and practical coverage of topical employment law developments. See @tonytrotman on X (formerly known as Twitter) for the latest employment law developments.
24 April 2013
9 April 2013
Collective redundancies consultation
Minimum period: In a case of 100 or more redundancies - the requirement for a minimum period of 90 days between the start of the consultation and the first dismissal will be reduced to 45 days. Please note section 7 (How long should consultation last?) of the ACAS guide on collective redundancies.
Notifying the Government about collective redundancies: In a case of 100 or more redundancies - an employer must notify the Government about the redundancies at least 45 days before the first dismissal takes effect. The employer may use a HR1 Form to notify the Government about the redundancies.
Fixed-term employees: A fixed-term employee must be included in collective redundancies consultation - if they are being made redundant before their contract has expired. This will apply to a case of 20 or more redundancies.
ACAS guide: The ACAS has published a new guide on collective redundancies.
Source: Trade Union and Labour Relations (Consolidation) Act 1992 (Amendment) Order 2013 [SI 2013/763].