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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.


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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?

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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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?

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