| 1 | Changing terms and conditions of employment: toolkit A toolkit to guide users through key maintained PLC content on avoiding redundancies, changing terms and conditions of employment and overseeing flexible working arrangements, with links to all the relevant materials. | Practice note: overview | Maintained |
| 2 | Redundancy: overview This practice note highlights some key concepts about redundancy and links to more detailed practice notes. | Practice note: overview | Maintained |
| 3 | Redundancy: toolkit A toolkit to guide users through key maintained PLC content on collective and individual redundancies, including links to all the relevant materials. | Practice note: overview | Maintained |
| 4 | Alternatives to redundancy This note sets out the various alternatives that an employer might have to redundancy and considers the legal implications of pursuing those alternatives. | Practice notes | Maintained |
| 5 | Changing terms of employment A note dealing with the legal and practical considerations which arise when the employer wishes to change the terms of an employee's (or several employees') employment contracts. | Practice notes | Maintained |
| 6 | Electing employee representatives As part of its obligation to inform and consult over proposed collective redundancies or transfers of an undertaking, an employer may have to arrange for the election of employee representatives. Elections may also need to be held under an information and consultation agreement or in order to consult about changes to pension schemes. This note sets out the legal framework and gives practical steps on running an election. | Practice notes | Maintained |
| 7 | Employment: intra-group reorganisations This note considers the employment law issues that arise on group reorganisations. | Practice notes | Maintained |
| 8 | Redundancy (1): the definition of redundancy This practice note considers what amounts to a redundancy situation and when an employee's dismissal will be by reason of redundancy. | Practice notes | Maintained |
| 9 | Redundancy (2): redundancy and unfair dismissal This practice note provides guidance on an employer's obligations towards the individual in a redundancy situation. It considers consultation, pools and selection criteria, having regard to the employer's desire to avoid claims for unfair dismissal and suggests a step by step guide to managing the process. | Practice notes | Maintained |
| 10 | Redundancy (3): alternative employment and trial periods This note considers the statutory scheme under the Employment Rights Act 1996 which relates to the offer of suitable alternative employment and the statutory trial period, as well as case law on what constitutes suitable alternative employment. It also considers the practicalities of offering alternative employment to potentially redundant employees. | Practice notes | Maintained |
| 11 | Redundancy (4): statutory redundancy payments This practice note considers entitlement to and calculation of statutory redundancy payments and how an employee can recover a statutory redundancy payment (including in circumstances in which their employer becomes insolvent or refuses to pay). | Practice notes | Maintained |
| 12 | Redundancy (5): enhanced redundancy payments This practice note considers the operation of enhanced redundancy payment schemes, including the circumstances in which they may be contractually binding on employers, and when they may fall foul of age discrimination laws. | Practice notes | Maintained |
| 13 | Redundancy (6): lay-off and short-time working This note examines when and how an employer can lay off an employee or put them on short-time working. It also considers the circumstances under which employees might be entitled to guarantee payments and statutory redundancy payments as a result of lay off or short-time working. | Practice notes | Maintained |
| 14 | Redundancy (7): time off to look for work or arrange training This practice note sets out the employee's right to time off to look for work or arrange training once they have been given notice of dismissal due to redundancy. | Practice notes | Maintained |
| 15 | Redundancy (8): collective consultation This note details the collective consultation obligations of an employer who proposes to dismiss 20 or more employees as redundant within a period of 90 days. | Practice notes | Maintained |
| 16 | TUPE and collective redundancy consultation: dealing with ... This note examines the overlap of the TUPE and collective redundancy obligations to inform and consult. | Practice notes | Maintained |