A complete guide to handling redundancies for employers
Our guide for employers includes tips for handling a redundancy process. The process you need to follow depends on how many redundancies you need to make.
Business Change
Our Business Change articles are designed to help you understand new rules and laws set out by the Government and regulatory bodies, and also to help you through the process of change within your business.
An Employer’s Guide to Workplace Restructuring
As the new financial year approaches, many businesses are reviewing their workforce plans. From 6th April, employer National Insurance contributions (NICs) will increase, as … Read more
How to keep your team motivated after redundancies at work
When a redundancy process has taken place in any organisation, it’s likely that all employees will be affected by it, regardless of whether the … Read more
A Complete Guide to Settlement Agreements
Whilst settlement agreements are not always the solution for every difficult workplace situation, when used appropriately, they can be mutually beneficial to both employer … Read more
An employer’s guide to hybrid working
Following the success of homeworking during the pandemic, many employers have now adjusted their working arrangements. Pre-Covid, just 4.6% of employees spent any of … Read more
An introduction to succession planning
Have you ever been caught out when an important member of your team has left unexpectedly, and it’s taken longer than planned to hire … Read more
15 HR Trends That Have Shaped the Workplace
HR has changed quite a bit over the past 15 years. This includes everything from social shifts, technological advancements, and changing employee expectations, and … Read more
How to build psychological safety in your organisation
Think about the worst team you have ever worked in. Perhaps you didn’t feel confident asking for help, admitting mistakes or sharing your thoughts … Read more
Engineered redundancy situation in Williams v Lyons Holiday Park
In SJ Williams (Williams) v Lyons Holiday Park Ltd (Lyons), the claimant was unfairly dismissed after the employer ‘engineered a so-called redundancy situation’, due to concerns about her performance, capability and relationships with colleagues.
