Once you’ve issued a notice of termination of employment to an employee, you cannot unilaterally withdraw it, even if there is a change in business circumstances resulting in the redundancy situation no longer existing. This is because the notice is legally binding. The correct approach is for you to seek the employee’s express consent to a withdrawal of the notice of redundancy.
Enhanced redundancy payments policy If you want to provide for enhanced redundancy pay (ERP), it’s useful to have a policy setting out how the payment will be calculated. It’s better to ensure that you base it on the statutory redundancy payments (SRP) scheme and express it to be entirely discretionary and non-contractual.
You can legitimately provide reasonable rules of conduct for your employees to adhere to at work-related social events such as office parties, leaving drinks, business lunches, client functions and external training courses or conferences and also when working away on company business.