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How many employment lawyers can dance on the head of a pin? Ian Smith weighs up the latest cases & celebrates the calm before the storm
- Recent employment law cases have included a significant ruling that conditional job offers may create binding contracts where conditions are ‘subsequent’ rather than ‘precedent’, meaning employers may still owe notice or damages if they later withdraw an offer.
- They also include employee benefits and redundancy consultation obligations, confirming that PHI (permanent health insurance) payments can remain enforceable after dismissal, PIP benefits may be deducted from compensation awards to avoid double recovery, and that collective redundancy consultation duties can arise even where redundancies are only contingently proposed.
After the shot and shell of the April commencements for the Employment Rights Act 2025 and the various uprating orders, it is nice to get back to the relative sanity of some good old common/contract laws concepts as they apply to employment matters (though even now the next tranche of statutory commencements are being teed up, for example with draft regulations to bring into
