Where an employer proposes to make 20 or more employees redundant, it is required to enter into collective consultation. But assuming this outcome is “inevitable”, could that process be ignored on
the grounds it is pointless?
Published 10.04.2012
In a recent case the employer ignored an employee who had volunteered for redundancy and made another person compulsorily redundant instead. Its decision was ruled to be unfair. Does that mean you
must always accept volunteers?
Published 11.02.2014
You’ve come up with some ideas to cut costs via flexible working. If you get enough volunteers you should avoid the need to make redundancies. So how should you deal with those employees who are
against your proposals?
Published 30.04.2009
The Employment Appeal Tribunal has ruled that an employee’s dismissal for redundancy, in a small-scale redundancy exercise, was unfair due to the absence of early general workforce consultation.
Where did the employer go wrong?
Published 25.01.2024
An employee who is absent on long-term sick leave has been provisionally selected for redundancy. Can you make this particular employee redundant or is he untouchable?
Published 15.09.2015
Implementing a redundancy programme is complex and a fair procedure must always be followed. What’s the extent of your duty to give information to the employee during the consultation procedure?
Published 20.09.2007
If you intend to make a lot of employees redundant, you’re under a duty to consult with recognised trade unions or, in their absence, with elected employee representatives. How has the law tightened
in light of a recent case?
Published 19.05.2005
No one likes being made redundant. But some employees have taken it so badly they’ve turned on their employers. Why is this?
Published 15.05.2009
Where you decide that redundancies are needed, you must properly consult with all affected employees. But does an employee have the right to be accompanied during a redundancy consultation meeting?
Published 15.01.2021