How does the law define redundancy?
In a redundancy situation, how should an employer select which employees to make redundant?
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?
When selecting employees for redundancy the employer should decide which employees to include in the pool from which selection will be made, and apply objective selection criteria to those in the pool. The decision on who to include in the pool should be based on genuine business reasons.
The employer should consult with the relevant trade union or employee representatives on the selection criteria to be used. The criteria should be measurable and should be capable of being supported by evidence, for example knowledge, skills, qualifications and disciplinary records. Assessment of the criteria should not be reliant on the subjective opinion of an individual manager.
The employer should be cautious not to choose selection criteria that could result in discrimination. For example if absence records are used, the inclusion of disability-related absence could result in a disability discrimination claim, and including maternity-related absence could result in a pregnancy and maternity discrimination claim.
The employer should ensure that the criteria are applied fairly and consistently.
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?
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