Are you being made redundant?
If you are undergoing a redundancy process, your employer must warn and adequately consult you about it, as well as consider you for suitable alternative employment. They must consider an appropriate pool of employees for redundancy and score those employees using fair and objective criteria.
If you have been employed for two years or more and there is no genuine redundancy situation, proper procedures have not been carried out, or you have not been selected fairly, the dismissal may be deemed unfair.
In summary, an employee can be made redundant because:
- their employer has stopped or intends to stop
- the business for which the employee was employed, or
- that business in the place where the employee was employed, or
- the requirements of that business mean that the need
- for employees to carry out work of a particular kind, or
- for employees to carry out work of a particular kind where they were employed
have or are expected to diminish or stop.
What happens during the redundancy process?
There are five main stages to the redundancy process, and they need to be carried out correctly The five steps are:
Preparation – assessing the validity of redundancy and providing a time frame
Selection – determining the pool of people to be considered for redundancy
Consultation – this includes considering alternative employment
Notice – employees should be given formal notice of redundancy and the appeals process
Termination – This must include how the statutory redundancy payment has been calculated
How ELS Solicitors can help
Our team of dedicated employment law solicitors can help and advise you if you feel that you have been unfairly dismissed or the process has not been correctly carried out.