Prevention1
05-02-2013, 02:13 PM
If an employee is made redundant and given a notice in writing stating their end date is 30 June 2013 and provided with an estimated calculation based on accruals forecasted to that date and the employer then tells them to leave early, eg 30 March 2013 instead of 30 June does the employer have to pay wages and accruals as they would have been to June 30 or do they only pay to the March 30 date.
Does the employee have any room to negotiate in this case?
Is there a best practice in these sorts of situations even if there is not legislation?
Does the employee have any room to negotiate in this case?
Is there a best practice in these sorts of situations even if there is not legislation?