Advertioing FeatureMythBusting1. am entitled to redundancy pay  am made redundantNot necessanly. You are only entitled to statutory redundancypay, once you have worked for your employer for at least two fullredudancy purely on the 0unds of pregnancy or maternityleave is unlawful and could give rise to a disorimination claim.4 I will get a reference when I leaveAn employer is not obiged to provide a reference, let alone afavourable one however, if a neative reference is provided.t must be done on the employer's belef that it is fair andWhen consulting with staff regarding cedundancy, employerswill still need to include those on matemity leave as part ofthe process even they are not physically at work. Althoughthey are not afforded pronection from dismissal on grounds ofredundancy, employees on maternity leave are entitied to ber's belief that it isandhailt a week's pay for cach full year theemployee was under 22 years old:1 week's pay for each fut year they were22 or older, but under 411 and half week's pay for each full yearthey wene 41 or olderI've recelved a Settlement Agreement- what is this?- Redundancyoffered a suitable aternative vacancy (where one is avaitable) s a formal, binding, agreement between an employer andahead of others also at risk of redundancy. This gives womenan employee dealing with the settiement of claims that theon maternity leave first refusal on any vacant rolies that may be employee may have arising out of their employment or itsRedundancies have become a commonoccurrence in recent times. During aneconomic downtum, employers need toreduce their overheads as much as possible, pril 2019and as most business owners will tell youutermination it is sometimes refemed tas a Compromiseogreement or exit packagel, Usualy an employee accopis a sunmA week's pay for this purpose is subject to a cap, cunrently set at1508 and the overall cap for a statutory redundancy payments currently 115.240 (increasing to £525 and 115,750 after 6Lngth of service used to be one of the most common ways of ofmoney in return for ageeing no so bring ertain legal clssagainst the employer. The employee needs to be advised of thedeciding which employee s) to make redundant. This is howeverno longer considered to be a fait, nor safe criterion whenused as the sole meansterms of the Agreement by a lawyer and a contribution towardsthe fees for taking this advice is often paid by the employer.the highest cost to a beso nity tontacuncy because amGardnerro.ukContractual redundancy schemes may choose not to apply thea qualifying rule, in which case there would be acontractual rather than statutory right to redundancy pay.for selecting possible employees forbusiness is usualy ther above two yearredundancyemployees. From redundancy on maternity tolast in first out Michelle Morgan and Juliean't be dismissed forredundancy because amT: 01628 671636some common redundancy misconceptions. Pregnant employees and those on manernity leave can be maderedundant but care must be given Selecting an employee for

Date: 30 May 2019

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Advertioing Feature Myth Busting 1. am entitled to redundancy pay am made redundant Not necessanly. You are only entitled to statutory redundancy pay, once you have worked for your employer for at least two full redudancy purely on the 0unds of pregnancy or maternity leave is unlawful and could give rise to a disorimination claim. 4 I will get a reference when I leave An employer is not obiged to provide a reference, let alone a favourable one however, if a neative reference is provided. t must be done on the employer's belef that it is fair and When consulting with staff regarding cedundancy, employers will still need to include those on matemity leave as part of the process even they are not physically at work. Although they are not afforded pronection from dismissal on grounds of redundancy, employees on maternity leave are entitied to be r's belief that it is and hailt a week's pay for cach full year the employee was under 22 years old: 1 week's pay for each fut year they were 22 or older, but under 41 1 and half week's pay for each full year they wene 41 or older I've recelved a Settlement Agreement- what is this? - Redundancy offered a suitable aternative vacancy (where one is avaitable) s a formal, binding, agreement between an employer and ahead of others also at risk of redundancy. This gives women an employee dealing with the settiement of claims that the on maternity leave first refusal on any vacant rolies that may be employee may have arising out of their employment or its Redundancies have become a common occurrence in recent times. During an economic downtum, employers need to reduce their overheads as much as possible, pril 2019 and as most business owners will tell youu termination it is sometimes refemed tas a Compromiseo greement or exit packagel, Usualy an employee accopis a sunm A week's pay for this purpose is subject to a cap, cunrently set at 1508 and the overall cap for a statutory redundancy payment s currently 115.240 (increasing to £525 and 115,750 after 6 Lngth of service used to be one of the most common ways of ofmoney in return for ageeing no so bring ertain legal clss against the employer. The employee needs to be advised of the deciding which employee s) to make redundant. This is however no longer considered to be a fait, nor safe criterion when used as the sole means terms of the Agreement by a lawyer and a contribution towards the fees for taking this advice is often paid by the employer. the highest cost to a beso nity tontacuncy because amGardnerro.uk Contractual redundancy schemes may choose not to apply the a qualifying rule, in which case there would be a contractual rather than statutory right to redundancy pay. for selecting possible employees for business is usualy ther above two year redundancy employees. From redundancy on maternity to last in first out Michelle Morgan and Julie an't be dismissed for redundancy because am T: 01628 671636 some common redundancy misconceptions. Pregnant employees and those on manernity leave can be made redundant but care must be given Selecting an employee for