A remedy for unfair dismissal that may be ordered by an employment tribunal. Under the order, the employer re-employs the dismissed employee on new terms with no loss of continuity of employment. The tribunal must consider a re-engagement order if it considers that a reinstatement order would not be appropriate.

Under the Equality Act 2010 (EqA 2010), reasonable adjustments may be required where premises, working arrangements or the lack of auxiliary aids put a disabled person at a substantial disadvantage compared to others. Disability discrimination occurs where there is a failure to make a reasonable adjustment for a disabled person (section 21, EqA 2010).

A situation in which an employer decides to reduce the number of its employees, either within the business as a whole, or within a particular site, business unit, function or job role. To fall within the statutory definition of “redundancy” set out in section 139(1) of the ERA 1996, an employee’s dismissal must be “wholly or mainly attributable to” the …

A remedy for unfair dismissal that may be ordered by an employment tribunal. The order requires the employer to treat the employee as if they had never been dismissed: this involves re-employing the employee on the same terms of employment with no loss of pay, pension rights or continuity of employment, and with the benefit of any pay rises or …

The principle that an individual should be free to follow his trade and use his skills without undue interference, thereby rendering a contractual term purporting to restrict an individual’s freedom to work for others or carry out his trade or business void unless it is designed to protect legitimate business interests and no wider than reasonably necessary.

A negative covenant that restricts the way in which a party can act, for example the way in which land may be used or what an employee can do. Used in employment contracts to protect the employer’s business by restricting the activities of an employee, generally after the employment has ended.