Cookies and privacy
Browse frequently asked questions and answers on key HR issues. Navigate by topic or key word search. View latest additions or suggest a question to the XpertHR editorial team.
How does the law define redundancy?
Are there any circumstances in which redundancy as a reason for dismissal can be disputed?
What is the correct procedure for making redundancies?
Does the redundancy procedure differ if there are bumped redundancies?
Can an employer lay off workers if it is in financial difficulty?
Can an employer require a fixed-term employee to sign a redundancy waiver?
Can a fixed-term contract be terminated before the end of the term if the post is redundant?
What rights do employees who are under notice of redundancy have to take time off work?
Is it possible for an employer to withdraw notice of redundancy?
Are employers obliged to accept applications for voluntary redundancy?
Where an employee has taken voluntary redundancy, is the employer prevented from re-employing him or her in the future?
In a redundancy situation, how should an employer select which employees to make redundant?
In which redundancy situations will it not be necessary to determine a redundancy selection pool?
Is "last in, first out" still a valid redundancy selection criterion?
Do employees who are non-EEA nationals have the same rights as other employees in a redundancy situation?
Does an employee made redundant while on maternity leave have any special rights?
Where a redundancy will take effect before a woman goes on maternity leave is she entitled to preferential treatment with regard to being offered suitable alternative employment?
Does an employee who is made redundant while on adoption leave have any special rights?
Does an employee made redundant while on additional paternity leave have any special rights?
In what circumstances might an employee be entitled to a redundancy payment?
XpertHR is designed to work consistently across a range of browsers,
including Internet Explorer,
Opera and Safari.
If you find bugs in our site, please Contact Us.
We appreciate feedback.