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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?
Employers have no statutory or implied contractual right to
lay off employees or to keep them on short-time working. Employers in
financial difficulties may ask employees to agree to being laid off or kept on
short-time working, but may not take this action without employees' agreement.
Any employee who is laid off or kept on short-time working for more than
four weeks, or for more than six weeks in a 13-week period, may claim a
statutory redundancy payment. Employees are to be taken as having been laid
off in any week if they are not provided with any work during that week and
are not entitled under their contract to be paid any wages
or salary in respect of that week.
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