How do the courts define redundancy?
Can trade union representatives be the appropriate representatives for collective redundancy consultation purposes where the affected employees are not union members?
What is the correct procedure for making redundancies?
Is an employer required to consult with employees prior to giving notice of redundancies?
When should the employer begin collective redundancy consultation with employees?
For collective consultation purposes, when calculating if 20 or more employees will be dismissed, should voluntary redundancies be included?
Where an employer is carrying out a redundancy exercise involving fewer than 20 employees but a need to make further redundancies subsequently arises, taking the total number of employees to 20 or more, is it obliged to consult collectively?
What does consultation during a redundancy process mean?
Who should be consulted about employee redundancies?
If employee representatives are elected to consult on redundancies, how should those elections be conducted?
What is the time frame for electing employee representatives for collective redundancy consultation purposes?
How many employee representatives are necessary for collective redundancy consultation purposes?
What should the employer do where an employee representative for collective redundancy consultation purposes ceases to act as such?
Can an employer place restrictions on who can stand as a candidate in elections for collective redundancy consultation purposes?
What happens if employees invited to elect representatives for collective redundancy purposes fail to do so?
Yes. In accordance with s.188(1B) of the Trade Union and Labour Relations (Consolidation) Act 1992, it does not matter if none of the affected employees are members of the trade union; as long as the union is recognised to conduct collective bargaining in respect of employees of their description, the employer is required to consult with the union about the proposed redundancies.
If one or more affected employees belong to a grade or class of employees for which no union is recognised to conduct collective bargaining, the employer must instead consult with existing employee representatives, or employee representatives who are elected specifically for the purpose of consultation on the redundancies, in respect of those affected employees.
What information must the employer disclose prior to redundancy consultations?
What should redundancy consultation be about?
What should the employer and employee discuss at an individual redundancy consultation meeting?
In a collective redundancy situation, what should the workforce be consulted about?
Should an employer have a redundancy information and consultation policy?
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