How does the law define redundancy?
Does an employee made redundant while on additional paternity leave have any special rights?
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?
Yes, an employee on additional paternity leave is entitled to priority as far as suitable alternative employment is concerned. Where an appropriate vacancy exists the employer must offer the employee the alternative employment under a new contract that begins on the day immediately following the day on which the previous contract comes to an end. The new work must be suitable in relation to the employee and appropriate for the employee to do in the circumstances, and the new contract provisions must not be substantially less favourable than those of the previous contract.
Where a suitable vacancy exists and the employer fails to offer it, the employee's dismissal will be automatically unfair. However, where the employee rejects the alternative employment, or no suitable vacancy exists, the employer is entitled to dismiss by reason of redundancy.
Employees on maternity leave and adoption leave have the same right to be offered suitable alternative employment if made redundant while on leave. The legislation does not deal with the situation where there is more than one employee in these circumstances for whom a vacancy would be suitable.
In what circumstances might an employee be entitled to a redundancy payment?
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