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How is redundancy pay calculated under the Employment Rights Act 1996?

The Employment Rights Act 1996 sets out how a redundancy payment is calculated by determining the period, ending with the date of termination of employment, during which the employee has been continuously employed. It then works backwards from the end of that period to calculate the number of complete years of employment falling within that period. Finally, it allows the appropriate amount for each of those years of employment. The appropriate amounts are: one and a half weeks' pay (subject to the statutory cap on a week's pay) for each year of employment in which the employee was aged 41 or over; one week's pay for each year of employment in which the employee was aged between 22 and 40; and half a week's pay for each year of employment in which the employee was aged 21 and under.

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Will an employer be liable to an age discrimination claim if it makes enhanced redundancy payments?

Where an employee on maternity leave who is receiving statutory maternity pay is being made redundant should her redundancy pay be calculated on her normal rate of pay or her maternity pay?

If an employee who qualifies for additional paternity pay is dismissed as redundant should he be paid his full additional paternity pay entitlement?

Is an employee who is accepted for voluntary redundancy entitled to a statutory redundancy payment?

Should regular overtime be taken into account when calculating weekly earnings for redundancy pay purposes?

Where an employer wishes to make a full-time position part time due to a reduction in work would this situation come under the definition of redundancy?

Do employers have to pay redundancy payments to part-time employees?

Where an employee has recently changed from full-time to part-time hours how should his or her redundancy payment be calculated?

Is an employer required to consult with employees prior to giving notice of redundancies?

Should an employer delay notifying employees of potential redundancies if one or more of the affected employees are on short-term sick leave?

With regard to redundancies what obligation to notify BIS does an employer have?

When should the employer begin collective redundancy consultation with employees?

What should redundancy consultation be about?

What information must the employer disclose prior to redundancy consultations?

What should the employer and employee discuss at an individual redundancy consultation meeting?

Who should be consulted about employee redundancies?

If employee representatives are elected to consult on redundancies, how should those elections be conducted?

What is the time frame for electing employee representatives for collective redundancy consultation purposes?

How many employee representatives are necessary for collective redundancy consultation purposes?

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