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March 2026

3 alternatives to dismissal

Dismissal can seem like the obvious solution when employee performance or conduct becomes a problem, but beware, it can be a high-risk option for employers. Premature termination can trigger unfair dismissal exposure and damage reputation. Plus, every person you lose takes with them valuable institutional knowledge. Action short of dismissal is sometimes the smarter route,… [Read More]

Filed Under: Blog Tagged With: Newsletter March 2026

March 2026

Employment Rights Act 2025: Road map

The Government has released a new policy paper confirming that it’s largely sticking to the timetable for the Employment Rights Act 2025. This roadmap was first published last July and, while a few timings have shifted slightly, the overall reform programme remains on track. April 2026 August 2026 October 2026 January 2027 Later in 2027… [Read More]

Filed Under: Blog Tagged With: Newsletter March 2026

February 2026

Unfair dismissal? Employee serves binned food to customers

Every so often, an employment law case comes along that reminds us that real life is far stranger than any training scenario. Duffy v LNER Mr Duffy worked in train hospitality for London North Eastern Railway. His dismissal for gross misconduct hinged on a simple but unforgettable allegation – he removed two sausage rolls from… [Read More]

Filed Under: Blog Tagged With: Newsletter February 2026

February 2026

Employment Rights Act 2025: key trade union changes

Most changes under the Employment Rights Act 2025 will take effect in 2026 and 2027. A first set of trade union reforms will come into force on 18 February 2026, two months after Royal Assent. These changes largely reverse measures introduced by the Trade Union Act 2016 and strengthen unions’ ability to take industrial action…. [Read More]

Filed Under: Blog Tagged With: Newsletter February 2026

February 2026

Unfair dismissal: Compensation should be fair and proportionate – contributory fault

When an employee is found to have been unfairly dismissed, compensation usually has two parts: Contributory Fault Tribunals can reduce compensation if the employee’s conduct is relevant to the dismissal. This is known as contributory fault. In the circumstances, a basic award can be reduced if it’s just and equitable to do so, even if… [Read More]

Filed Under: Blog Tagged With: Newsletter February 2026

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