Search results
You searched in
Business Advice Directory
all "Stricter rules for compensation payments"
related advice.There are 10 results
Abbey National was recently ordered to pay an ex-employee £2.8 million for discriminating against him during its redundancy selection process. The award may still be reduced, but what’s the other
hidden risk you need to be aware of?
Published 14.01.2010
It was recently reported that tribunal awards for discrimination-based claims have reached a record high of £9 million. But pick apart the research and you’ll see a very different picture. So what’s
the real story?
Published 28.08.2012
An ex-employee is claiming that you unfairly dismissed him. However, he found replacement employment whilst working his notice. Will this be taken into account if you lose the case? What does recent
case law say?
Published 24.02.2005
When making any award, the tribunal should “adequately compensate” the claimant. But in doing so must it take the financial position of the employer into account? What’s the latest from the
Employment Appeal Tribunal?
Published 11.03.2011
Of course you know that if you unfairly dismiss an employee you’ll have to pay the price - compensation will be awarded against you. But is this all you’ll have to worry about? Are there any hidden
costs too?
Published 09.03.2006
British Airways (BA) has been ordered to pay a former employee over £19,000 in compensation after he succeeded in his claim for unfair dismissal. What was BA’s simple mistake?
Published 20.04.2018
An employee who was dismissed after his employer discovered that he was operating a sex business from its car park has won his claim for unfair dismissal. Where did the employer go wrong?
Published 24.08.2023
An employee who was called an “old woman” during an argument with her boss has been awarded £17,000 by the tribunal. The name-calling was found to be an act of age discrimination, but where else did
the employer go wrong?
Published 02.04.2021
The Acas Code of Practice must be followed wherever misconduct or poor performance is suspected. But what if you’re looking to dismiss someone on capability grounds due to their ill health? Must you
follow the Code then?
Published 30.08.2016
Search all items in entire site