A much used word but what does it really mean?
Redundancy is a fair reason for dismissal, which relates to the employer’s circumstances, rather than something about the employee. Redundancy can occur when your employer needs to reduce its workforce, the business closes down or is sold, or certain work is no longer needed.
What should the employer do?
In large scale redundancies, the workforce will normally be entitled to receive certain information and be consulted about the proposals. Generally, the employer must consult with all affected employees, who may not be at risk of losing their job but may be subjected to changes to their own terms and conditions.
Your employer should still consult with you, even if you are the only one or there are only a few others who are in a similar position.
What am I entitled to?
If you have two years’ continuous employment or more, then you should receive a statutory redundancy payment and either notice of the termination of your employment or a payment in lieu. You may also be entitled to accrued holiday pay.
What’s the problem?
Since redundancy can only happen in a defined set of circumstances, sometimes the employer can label the termination of your employment “redundancy” when the real reason is something else and your dismissal could be unfair or discriminatory.
How can Roberta help?
Roberta will advise you along the way including on issues to raise at each step of the redundancy consultation, on the selection process your employer has adopted, your rights about suitable alternative employment, any appeal, your statutory redundancy payment, whether you may have a claim for unfair dismissal or discrimination and on any settlement agreement that you may have been asked to sign.