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Redundancy rights

Updating author: Max Winthrop

Summary

  • The law provides a definition of what constitutes a redundancy. (See Definitions)
  • For an individual to be eligible for a redundancy payment certain criteria must be satisfied. (See The right to payment)
  • Statutory redundancy payments are calculated by reference to a statutory formula. (See Calculating a statutory redundancy payment)
  • Making enhanced redundancy payments will not be unlawful under the age discrimination legislation provided that the scheme mirrors the statutory redundancy scheme. (See Enhanced redundancy payments)
  • An employee may lose his or her right to a redundancy payment in certain circumstances. (See Exclusions from redundancy payments)
  • Even where there is no obligation to consult with union or employee representatives, there is still a duty to consult with individuals at each stage of the process. (See Individual selection and consultation)
  • Depending on how many employees are to be made redundant, an employer may be under a statutory duty to consult collectively with representatives. (See Collective consultation)
  • Employees who are laid off or on short time may also be entitled to claim a redundancy payment. (See Lay-off and short-time working)

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