{"id":291,"date":"2013-08-06T11:32:41","date_gmt":"2013-08-06T11:32:41","guid":{"rendered":"http:\/\/www.tayloremmet.co.uk\/blogsite\/?p=291"},"modified":"2013-08-06T11:32:41","modified_gmt":"2013-08-06T11:32:41","slug":"nhanced-redundancy-payments","status":"publish","type":"post","link":"https:\/\/www.tayloremmet.co.uk\/blogs\/nhanced-redundancy-payments\/","title":{"rendered":"Enhanced redundancy payments \u2013 can they become contractually binding through custom and practice?"},"content":{"rendered":"<p><a href=\"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2016\/09\/TE.jpg\"><img fetchpriority=\"high\" decoding=\"async\" class=\"alignleft size-medium wp-image-1295\" src=\"https:\/\/www.tayloremmet.co.uk\/blogsite\/wp-content\/uploads\/2016\/09\/TE-300x300.jpg\" alt=\"\" width=\"300\" height=\"300\" srcset=\"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2016\/09\/TE-300x300.jpg 300w, https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2016\/09\/TE-150x150.jpg 150w, https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2016\/09\/TE.jpg 400w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/><\/a>It has always been the case that payments which are expressed to be non-contractual but routinely or regularly such as to give an expectation of entitlement may be contractually binding through custom and practice. A recent Court of Appeal in <em>Shumba &amp; others v Park Cakes Ltd<\/em> [2013] EWCA Civ 974 confirmed as much but it is noteworthy because the Court of Appeal provided helpful guidance on when practices may, through custom and practice, give rise to contractual entitlement. Factors to consider include:<\/p>\n<p><strong>\u2022 On how many occasions, and over how long a period, the benefits in question have been paid &#8211; <\/strong>The more often those \u201cnon-contractual\u201d benefits have been paid, and the longer the period over which they have been paid, the more likely it is that employees will reasonably understand them to be being paid as of right.<\/p>\n<p>\u2022 <strong>Whether the benefits are always the same &#8211; <\/strong>If, while an employer may invariably make payment, it varies the amounts or the terms of payment, this is inconsistent with a legal obligation because it lacks certainty of expectation. However, the Court of Appeal noted that, in a particular case, the evidence may show that the employer has bound itself to a minimum level of benefit even though it has, from time to time, paid more on a discretionary basis. So it is not the case that just varying the amount can remove expectation to contractual entitlement.<\/p>\n<p>\u2022 <strong>The extent to which the enhanced benefits are publicised generally &#8211; <\/strong>Where the availability of benefits is published to the workforce generally, that will tend to convey that they are paid as a matter of obligation.<\/p>\n<p><strong>\u2022 How the terms are described &#8211;<\/strong>If an employer clearly and consistently describes the benefits in language that makes clear that they are offered as a matter of discretion, it is less likely that an employee could successfully argue that they reasonably understand them to be contractual, however regularly they may be paid. Clearly, avoid language such as &#8220;entitlement&#8221; as that points to legal obligation.<\/p>\n<p><strong>\u2022 What is said in the express contract &#8211; <\/strong>No term should be implied, whether by custom or otherwise, which is inconsistent with the express terms of the contract so it is always important to look at the actual wording of the contract too.<\/p>\n<p><strong>\u2022 Equivocalness &#8211; <\/strong>This effectively means that, as the burden of establishing that a practice has become contractual is on the employee, she\/he will not be able to discharge it if the employer&#8217;s practice is, viewed objectively, equally well explained on the basis that its giving of benefits over a period of time (such as, in this case, enhanced redundancy benefits) was made as a matter of discretion rather than legal obligation. It is a therefore\u00a0a balancing act and this is what makes\u00a0it sometimes\u00a0a difficult judgment to make.<\/p>\n<p>For employees, they may wish to argue that a benefit is contractual so as to enhance their entitlement on termination or their schedule of loss in any litigation. Employers are, conversely,\u00a0more likely to want to argue that they are not contractual so as to allow flexibility in varying the terms of any such benefits (even removal) without having to consult with a view to agreement as it would if the benefits were a contractual entitlement. Also, as discussions on early settlement become a more comfortable discussion to be had (potentially) it is likely to help an employer in proposing a beneficial termination package if the employer can persuasively propose payment of an enhanced benefit on the basis that the employee would not otherwise be entitled to it\u00a0as part of the incentive to sign a settlement agreement. Hopefully these guidelines will assist you argue either way.<\/p>\n<p>Finally please note the need to ensure that your policies and procedures and letters referring to them\u00a0properly reflect what it is intended as it is the wording in such documents which, together with any ground for arguing custom and practice of payment, can be fatal and lead to a sound claim for contractual entitlement.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>It has always been the case that payments which are expressed to be non-contractual but routinely or regularly such as to give an expectation of entitlement may be contractually binding through custom and practice. A recent Court of Appeal in Shumba &amp; others v Park Cakes Ltd [2013] EWCA Civ [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":1295,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[15],"tags":[6,33,7,29,34],"class_list":["post-291","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news","tag-plib","tag-compromise-agreements","tag-employment-law","tag-redundancy","tag-redundancy-law"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Enhanced redundancy payments \u2013 can they become contractually binding through custom and practice? | Blogs<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.tayloremmet.co.uk\/blogs\/nhanced-redundancy-payments\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Enhanced redundancy payments \u2013 can they become contractually binding through custom and practice? | Blogs\" \/>\n<meta property=\"og:description\" content=\"It has always been the case that payments which are expressed to be non-contractual but routinely or regularly such as to give an expectation of entitlement may be contractually binding through custom and practice. A recent Court of Appeal in Shumba &amp; others v Park Cakes Ltd [2013] EWCA Civ [&hellip;]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.tayloremmet.co.uk\/blogs\/nhanced-redundancy-payments\/\" \/>\n<meta property=\"og:site_name\" content=\"Blogs\" \/>\n<meta property=\"article:published_time\" content=\"2013-08-06T11:32:41+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2016\/09\/TE.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"400\" \/>\n\t<meta property=\"og:image:height\" content=\"400\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Taylor Emmet\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Taylor Emmet\" \/>\n\t<meta name=\"twitter:label2\" content=\"Estimated reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"3 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/nhanced-redundancy-payments\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/nhanced-redundancy-payments\\\/\"},\"author\":{\"name\":\"Taylor Emmet\",\"@id\":\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/#\\\/schema\\\/person\\\/0f64ab2719ec91cc661de8b2375446b7\"},\"headline\":\"Enhanced redundancy payments \u2013 can they become contractually binding through custom and practice?\",\"datePublished\":\"2013-08-06T11:32:41+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/nhanced-redundancy-payments\\\/\"},\"wordCount\":682,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/nhanced-redundancy-payments\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/wp-content\\\/uploads\\\/2016\\\/09\\\/TE.jpg\",\"keywords\":[\"#plib\",\"compromise agreements\",\"employment law\",\"redundancy\",\"redundancy law\"],\"articleSection\":[\"Employment Law\"],\"inLanguage\":\"en-GB\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/nhanced-redundancy-payments\\\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/nhanced-redundancy-payments\\\/\",\"url\":\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/nhanced-redundancy-payments\\\/\",\"name\":\"Enhanced redundancy payments \u2013 can they become contractually binding through custom and practice? | Blogs\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/nhanced-redundancy-payments\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/nhanced-redundancy-payments\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/wp-content\\\/uploads\\\/2016\\\/09\\\/TE.jpg\",\"datePublished\":\"2013-08-06T11:32:41+00:00\",\"breadcrumb\":{\"@id\":\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/nhanced-redundancy-payments\\\/#breadcrumb\"},\"inLanguage\":\"en-GB\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/nhanced-redundancy-payments\\\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-GB\",\"@id\":\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/nhanced-redundancy-payments\\\/#primaryimage\",\"url\":\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/wp-content\\\/uploads\\\/2016\\\/09\\\/TE.jpg\",\"contentUrl\":\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/wp-content\\\/uploads\\\/2016\\\/09\\\/TE.jpg\",\"width\":400,\"height\":400},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/nhanced-redundancy-payments\\\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Enhanced redundancy payments \u2013 can they become contractually binding through custom and practice?\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/#website\",\"url\":\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/\",\"name\":\"Blogs\",\"description\":\"Taylor Emmet Sheffield Solicitors\",\"publisher\":{\"@id\":\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-GB\"},{\"@type\":\"Organization\",\"@id\":\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/#organization\",\"name\":\"Blogs\",\"url\":\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-GB\",\"@id\":\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/#\\\/schema\\\/logo\\\/image\\\/\",\"url\":\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/wp-content\\\/uploads\\\/2022\\\/04\\\/cropped-tayloremmet_logo.png\",\"contentUrl\":\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/wp-content\\\/uploads\\\/2022\\\/04\\\/cropped-tayloremmet_logo.png\",\"width\":300,\"height\":177,\"caption\":\"Blogs\"},\"image\":{\"@id\":\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/#\\\/schema\\\/logo\\\/image\\\/\"}},{\"@type\":\"Person\",\"@id\":\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/#\\\/schema\\\/person\\\/0f64ab2719ec91cc661de8b2375446b7\",\"name\":\"Taylor Emmet\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-GB\",\"@id\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/c461c34a9cfa61bb17ef31389a26742c670e24dde77c40c3f2053b014e900b0d?s=96&d=mm&r=g\",\"url\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/c461c34a9cfa61bb17ef31389a26742c670e24dde77c40c3f2053b014e900b0d?s=96&d=mm&r=g\",\"contentUrl\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/c461c34a9cfa61bb17ef31389a26742c670e24dde77c40c3f2053b014e900b0d?s=96&d=mm&r=g\",\"caption\":\"Taylor Emmet\"},\"sameAs\":[\"http:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\"],\"url\":\"https:\\\/\\\/www.tayloremmet.co.uk\\\/blogs\\\/author\\\/m1k3robinson\\\/\"}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"Enhanced redundancy payments \u2013 can they become contractually binding through custom and practice? | Blogs","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.tayloremmet.co.uk\/blogs\/nhanced-redundancy-payments\/","og_locale":"en_GB","og_type":"article","og_title":"Enhanced redundancy payments \u2013 can they become contractually binding through custom and practice? | Blogs","og_description":"It has always been the case that payments which are expressed to be non-contractual but routinely or regularly such as to give an expectation of entitlement may be contractually binding through custom and practice. A recent Court of Appeal in Shumba &amp; others v Park Cakes Ltd [2013] EWCA Civ [&hellip;]","og_url":"https:\/\/www.tayloremmet.co.uk\/blogs\/nhanced-redundancy-payments\/","og_site_name":"Blogs","article_published_time":"2013-08-06T11:32:41+00:00","og_image":[{"width":400,"height":400,"url":"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2016\/09\/TE.jpg","type":"image\/jpeg"}],"author":"Taylor Emmet","twitter_card":"summary_large_image","twitter_misc":{"Written by":"Taylor Emmet","Estimated reading time":"3 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/www.tayloremmet.co.uk\/blogs\/nhanced-redundancy-payments\/#article","isPartOf":{"@id":"https:\/\/www.tayloremmet.co.uk\/blogs\/nhanced-redundancy-payments\/"},"author":{"name":"Taylor Emmet","@id":"https:\/\/www.tayloremmet.co.uk\/blogs\/#\/schema\/person\/0f64ab2719ec91cc661de8b2375446b7"},"headline":"Enhanced redundancy payments \u2013 can they become contractually binding through custom and practice?","datePublished":"2013-08-06T11:32:41+00:00","mainEntityOfPage":{"@id":"https:\/\/www.tayloremmet.co.uk\/blogs\/nhanced-redundancy-payments\/"},"wordCount":682,"commentCount":0,"publisher":{"@id":"https:\/\/www.tayloremmet.co.uk\/blogs\/#organization"},"image":{"@id":"https:\/\/www.tayloremmet.co.uk\/blogs\/nhanced-redundancy-payments\/#primaryimage"},"thumbnailUrl":"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2016\/09\/TE.jpg","keywords":["#plib","compromise agreements","employment law","redundancy","redundancy law"],"articleSection":["Employment Law"],"inLanguage":"en-GB","potentialAction":[{"@type":"CommentAction","name":"Comment","target":["https:\/\/www.tayloremmet.co.uk\/blogs\/nhanced-redundancy-payments\/#respond"]}]},{"@type":"WebPage","@id":"https:\/\/www.tayloremmet.co.uk\/blogs\/nhanced-redundancy-payments\/","url":"https:\/\/www.tayloremmet.co.uk\/blogs\/nhanced-redundancy-payments\/","name":"Enhanced redundancy payments \u2013 can they become contractually binding through custom and practice? | Blogs","isPartOf":{"@id":"https:\/\/www.tayloremmet.co.uk\/blogs\/#website"},"primaryImageOfPage":{"@id":"https:\/\/www.tayloremmet.co.uk\/blogs\/nhanced-redundancy-payments\/#primaryimage"},"image":{"@id":"https:\/\/www.tayloremmet.co.uk\/blogs\/nhanced-redundancy-payments\/#primaryimage"},"thumbnailUrl":"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2016\/09\/TE.jpg","datePublished":"2013-08-06T11:32:41+00:00","breadcrumb":{"@id":"https:\/\/www.tayloremmet.co.uk\/blogs\/nhanced-redundancy-payments\/#breadcrumb"},"inLanguage":"en-GB","potentialAction":[{"@type":"ReadAction","target":["https:\/\/www.tayloremmet.co.uk\/blogs\/nhanced-redundancy-payments\/"]}]},{"@type":"ImageObject","inLanguage":"en-GB","@id":"https:\/\/www.tayloremmet.co.uk\/blogs\/nhanced-redundancy-payments\/#primaryimage","url":"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2016\/09\/TE.jpg","contentUrl":"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2016\/09\/TE.jpg","width":400,"height":400},{"@type":"BreadcrumbList","@id":"https:\/\/www.tayloremmet.co.uk\/blogs\/nhanced-redundancy-payments\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/www.tayloremmet.co.uk\/blogs\/"},{"@type":"ListItem","position":2,"name":"Enhanced redundancy payments \u2013 can they become contractually binding through custom and practice?"}]},{"@type":"WebSite","@id":"https:\/\/www.tayloremmet.co.uk\/blogs\/#website","url":"https:\/\/www.tayloremmet.co.uk\/blogs\/","name":"Blogs","description":"Taylor Emmet Sheffield Solicitors","publisher":{"@id":"https:\/\/www.tayloremmet.co.uk\/blogs\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/www.tayloremmet.co.uk\/blogs\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-GB"},{"@type":"Organization","@id":"https:\/\/www.tayloremmet.co.uk\/blogs\/#organization","name":"Blogs","url":"https:\/\/www.tayloremmet.co.uk\/blogs\/","logo":{"@type":"ImageObject","inLanguage":"en-GB","@id":"https:\/\/www.tayloremmet.co.uk\/blogs\/#\/schema\/logo\/image\/","url":"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2022\/04\/cropped-tayloremmet_logo.png","contentUrl":"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2022\/04\/cropped-tayloremmet_logo.png","width":300,"height":177,"caption":"Blogs"},"image":{"@id":"https:\/\/www.tayloremmet.co.uk\/blogs\/#\/schema\/logo\/image\/"}},{"@type":"Person","@id":"https:\/\/www.tayloremmet.co.uk\/blogs\/#\/schema\/person\/0f64ab2719ec91cc661de8b2375446b7","name":"Taylor Emmet","image":{"@type":"ImageObject","inLanguage":"en-GB","@id":"https:\/\/secure.gravatar.com\/avatar\/c461c34a9cfa61bb17ef31389a26742c670e24dde77c40c3f2053b014e900b0d?s=96&d=mm&r=g","url":"https:\/\/secure.gravatar.com\/avatar\/c461c34a9cfa61bb17ef31389a26742c670e24dde77c40c3f2053b014e900b0d?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/c461c34a9cfa61bb17ef31389a26742c670e24dde77c40c3f2053b014e900b0d?s=96&d=mm&r=g","caption":"Taylor Emmet"},"sameAs":["http:\/\/www.tayloremmet.co.uk\/blogs"],"url":"https:\/\/www.tayloremmet.co.uk\/blogs\/author\/m1k3robinson\/"}]}},"_links":{"self":[{"href":"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-json\/wp\/v2\/posts\/291","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-json\/wp\/v2\/comments?post=291"}],"version-history":[{"count":0,"href":"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-json\/wp\/v2\/posts\/291\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-json\/wp\/v2\/media\/1295"}],"wp:attachment":[{"href":"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-json\/wp\/v2\/media?parent=291"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-json\/wp\/v2\/categories?post=291"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-json\/wp\/v2\/tags?post=291"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}