You’re considering redundancies and have been told that you could keep more experienced employees in preference to inexperienced ones if you implement “bumping”. What is this and to what extent must
you consider it?
Published 23.06.2021
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
An employee who is under notice of redundancy was considered “unsuitable” for a newly created job role. During their notice period, the new appointee resigns. Must you give the redundant one the now
vacant post?
Published 17.10.2012
The Employment Appeal Tribunal has held that an employee’s redundancy dismissal was unfair because her employer hadn’t considered whether she should be placed in a wider selection pool. What did the
employer do wrong here?
Published 06.03.2024
Having exhausted all other options, you need to make some redundancies. Where an employee is selected for redundancy, must you offer them a right of appeal against your decision?
Published 27.08.2020
One of your employees is on a fixed-term contract (FTC) which will shortly expire. Can you automatically select this employee for redundancy over other employees on the basis that their FTC is going
to end soon anyway?
Published 07.11.2022
An employee has been selected for redundancy, properly consulted and told about their individual selection score. But do they have the right to see the actual details behind that score?
Published 07.11.2011
You need to make some staff savings. You’ve followed the correct procedures and identified the positions to go. Trouble is, one’s on maternity leave and the other’s pregnant! So you have to leave
them well alone, right?
Published 18.01.2005
In the current economic climate you may have to make staff redundant so draw up a selection pool for dismissal. After consulting, must you reveal the reasons why you’ve selected those you have to let
go?
Published 04.09.2008
Whilst redundancy is the last thing that any employer wants to have to think about, it can be a useful way of clearing out poorly performing employees. But how can you do this in a way that minimises
the risks to your business?
Published 22.01.2009