A percentage reduction in the amount of compensation paid to an individual on termination of employment to reflect the fact that payment is received in one lump sum rather than over the whole notice period. The amount of the percentage reduction is commonly 50% of the current annual interest rate or half of the annual official court interest rate.
Compensation which may be payable to an employee if an employer does not comply with a reinstatement or re-engagement order made by an employment tribunal under ERA 1996. If ordered, an additional award would normally be in addition to the basic award and compensatory award and will be between 26 and 52 weeks pay, subject to current statutory limits.
Two employers where: – One is a company of which the other (directly or indirectly) has control; or – Both are companies of which a third person (directly or indirectly) has control. Control means the holding of the majority of voting power at shareholders meetings. If an employee leaves their job and is employed by an employer who is associated …
Certain dismissals are automatically unfair dismissals, for example, where the dismissal is for a reason related to a TUPE transfer (where there is no economic, technical or organisational reason), the assertion of a statutory right, trade union membership or participation, or pregnancy or maternity. There is no minimum qualifying period of employment for most categories of automatically unfair dismissal.