You need an employee to take over a new job. If it doesn’t work out and the job folds must they be offered their old position back?
Published 13.12.2006
Your accountant has advised you to make some cost savings. Inevitably this will mean redundancies. One short-service employee has already said he’d be prepared to cut his hours instead. Must you
agree?
Published 30.06.2005
Having made some redundancies a few months ago, things have picked up rapidly and you now need more staff. However, a colleague insists that nobody can be recruited for six months following a
redundancy exercise. Is this correct?
Published 25.04.2023
If an employee is put at risk of redundancy, you have a duty to look for suitable alternative positions for them. But are you obliged to “bump” another employee out of their role job and give it to
the employee who is at risk of redundancy?
Published 20.04.2018
An employee, who’s currently on maternity leave, calls to tell you she’s pregnant again. “Dismissal” rather than “congratulations” probably springs to mind. But, as a recent case shows, this reaction
could cost you over £100,000; why?
Published 27.04.2011
Employees who are selected for redundancy must be offered any suitable alternative employment that’s available in your business. Does this include casual work which you have too?
Published 19.11.2020
When you make an employee redundant, you must give them notice and pay them as normal during that time. But what’s the situation if the employee refuses to work out their notice period?
Published 13.12.2023
Suppose that you’re considering making some redundancies. One of your employees is currently on maternity leave and you’ve been told that she can’t be included in the selection pool as a result. Is
this correct?
Published 09.02.2012
An employee’s been provisionally selected for redundancy. You know that you’re obliged to offer him suitable alternative employment. Does this extend to providing full salary details about the new
position?
Published 25.08.2005