United Kingdom: Redundancy/Layoff

For many employers, the shape of modern employment law is already changing. Flexible working, carer’s leave and extended redundancy rights have become part of everyday practice. Yet there is one area still under review that could prove the most significant of all, and that’s the protection of pregnant employees and new mothers.

Settlement agreements often involve complex tax implications that can significantly affect how much money employees actually receive. Understanding which payments qualify for the £30,000 tax exemption, which are fully taxable, and which may be paid entirely tax-free is essential before signing any agreement.

When your employer offers voluntary redundancy through a settlement agreement, understanding the key differences from statutory redundancy becomes crucial. This comprehensive analysis examines the legal frameworks, financial implications, and strategic considerations that determine whether accepting a negotiated settlement or proceeding through formal redundancy procedures better serves your interests.

The annual changes to compensation limits have been announced and are set out here. The amount of a week’s pay for calculating the basic award for unfair dismissal and statutory redundancy pay increases from £719 to £751.

In this Inbrief, we summarise the basic legal position on maternity and adoption, shared parental leave, paternity leave, parental leave, time off for dependents, carer’s leave and flexible working...

The law relating to paternity leave and pay is not as developed or as complicated as maternity legislation, but employers still need to be aware of the legal position.

It’s that time of year when employment law changes traditionally take effect, and this year we’re expecting more than usual thanks to the introduction of the Employment Rights Act 2025.

In this second part of our podcast on the Employment Rights Act 2025 reforms coming into force in April 2026, Jenny Andrews and Sian McKinley, both Of Counsel, together with Knowledge Counsel Anna Henderson...

Large and multi-site employers face a broader collective consultation net, as the government consults on a new organisation wide threshold, favouring a single fixed number of dismissals.