Employment Law

Redundancy is a form of dismissal in which strategic organization reasons are behind the decision rather of questions of capability or conduct on the component of the workers. Redundancy is known as a potentially fair form of dismissal as it is a situation where an employer wants to reduce the number of employees for numerous economic factors.

Redundancy is thought to be a fair dismissal of an employee if:

• The job for which you had been employed is no longer workable
• The firm is going to be shut down or is going to move its location
• A new form of technology or system has meant there is no need for you in the business
• The firm may possibly want to cut expenses to pay off debts and turn out to be far more competitive and consequently some jobs need to have to be cut

These reasons are all deemed fair for an individual to be created redundant. The practice of ‘bumping’, whereby somebody is made redundant and then given another workers job thereby producing that employee redundant, is technically fair but it is just a lot harder to justify.

If a individual is created redundant by an employer then they ought to have been selected in a fair way, should receive any redundancy pay that the employer owes them, and should be consulted before and given the correct quantity of notice that ought to be specified in the employment contract.

If these issues don’t take place or the employer has not followed the redundancy process appropriately or, in worst case scenarios, they have utilised redundancy to hide the actual reason for a person’s dismissal, the employee will then have grounds for a possible claim of unfair dismissal to be brought prior to an Employment Tribunal. The Tribunal can award compensation for unfair dismissal or even get the employee reinstated in their former position.