Can an employer place restrictions on who can stand as a candidate in elections for collective redundancy consultation purposes?
Must an employer give an employee the right to appeal against a decision to make him or her redundant?
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?
There is no statutory obligation on the employer to offer the employee the right to appeal the redundancy. The employer should ensure that the employee has the opportunity to challenge the decision to select him or her for redundancy during the individual consultation process.
The Acas guidance on redundancy handling (PDF format, 732K) (on the Acas website), advises that employers should consider setting up an appeals procedure to deal with complaints from employees who feel that the selection criteria have been applied unfairly. The guidance states that this could reduce the likelihood of employees bringing tribunal claims.
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?
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?
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