Can an employer place restrictions on who can stand as a candidate in elections for collective redundancy consultation purposes?
What duties do employee representatives elected for redundancy consultation have?
What happens if employees invited to elect representatives for collective redundancy purposes fail to do so?
What should the employer do where an employee representative for collective redundancy consultation purposes ceases to act as such?
Can trade union representatives be the appropriate representatives for collective redundancy consultation purposes where the affected employees are not union members?
Where an employer is consulting with a recognised union on redundancies, must it also consult with representatives of employees who are not members of that union?
What may happen if an employer fails to comply with redundancy consultation procedures?
For collective consultation purposes, when calculating if 20 or more employees will be dismissed, should voluntary redundancies be included?
When does a "redundancy" take place for the purposes of the EU Collective Redundancies Directive?
If an employee who is at risk of redundancy goes off sick during the consultation process, how should the employer handle the situation?
Do employees have the right to be accompanied at meetings under a redundancy procedure?
Must an employer give an employee the right to appeal against a decision to make him or her redundant?
Can an employer make an employee redundant without offering him or her alternative employment?
In a redundancy situation, what obligations does an employer have with regard to offering suitable alternative employment?
It is important as part of a fair and
reasonable redundancy procedure for an employer to consider whether it, or any
associated employer, has any vacancies that would be suitable for employees who
would otherwise be made redundant. There is no obligation on the employer to
create new jobs for redundant employees, but failure to offer any available
suitable alternative employment may make a dismissal by reason of redundancy unfair.
Where an employee's contract is renewed, or he
or she is re-engaged under a new contract in pursuance of an offer made before
the end of the employment under the previous contract, and the renewal or
re-engagement takes effect either immediately on, or within four weeks of, the
end of the previous employment, there will be no redundancy dismissal.
In addition to the requirement to consider alternative employment as part of a fair redundancy procedure, employers must comply with the separate duty to offer any suitable alternative vacancy to an employee who is on maternity leave, adoption leave or additional paternity leave when the redundancy occurs.
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What is a bumped redundancy?
When making an employee redundant, must the employer always consider bumping?
In a redundancy situation, can an employee try out a new job offered as suitable alternative employment?
In a redundancy situation, can there be more than one trial period regarding suitable alternative work?
Where a redundant employee has been offered a trial period in an alternative job, but the pay for the role is different from that of the employee's old job, at which rate should he or she be paid during the trial period?
In a redundancy situation, can an employee refuse an offer of suitable alternative employment?