This is the first episode of a mini series on redundancy in which I will focus on all aspects of redundancy and how to ensure you get things right.
In this episode I will cover:
What the legal definition of redundancy is
How to establish if it is a true redundancy dismissal
Some examples of when it will be a redundancy
Statutory Definition of Redundancy – Section 139 Employment Rights Act 1996
(1)For the purposes of this Act an employee who is dismissed shall be taken to be dismissed by reason of redundancy if the dismissal is wholly or mainly attributable to—
(a)the fact that his employer has ceased or intends to cease—
(i)to carry on the business for the purposes of which the employee was employed by him, or
(ii)to carry on that business in the place where the employee was so employed, or
(b)the fact that the requirements of that business—
(i)for employees to carry out work of a particular kind, or
(ii)for employees to carry out work of a particular kind in the place where the employee was employed by the employer,
have ceased or diminished or are expected to cease or diminish.
Action Points
If you are starting out with what you believe is a redundancy dismissal then ensure that you check the statutory definition before you start.
In this webinar Solicitors, Alison Colley and Albert Bargery will be covering the basics of the redundancy process in a simple and easy to understand way.
You will learn the steps required for a redundancy process and the preparation required if you are thinking that cut backs or reductions may be required within your business.
As businesses start to look to the next steps after lockdown it may be necessary to make reductions and it is crucial that you follow the minimum legal process.