On appeal: Selective redundancies
This report relates to 1 case(s)
Continuing our series on the implications of recent significant cases, Anthony Korn, a barrister at 199 Strand Chambers, looks at the issues.
Key points
- In redundancy selection cases, staff should be consulted on their redundancy assessment before they are selected for redundancy and should be provided with the evidence on which those assessments are based
- There should normally be a direct meeting between the person who carried out the assessment and the person assessed in much the same way as there would be in any appraisal process
- Where this does not take place as part of the original selection process, it should take place at the appeal hearing.
View the full article today
Register to read this article
Already an XpertHR user?
Log in
