Frequently asked questions on legal issues relating to redundancy.
The legislation covering redundancy.
Defines the circumstances in which a redundancy situation arises.
The procedure which should be followed in implementing a redundancy situation to ensure it is as trouble-free as possible.
Whether all employers should have a formal redundancy procedure.
What a formal redundancy procedure should contain.
Whether employers have to make the same redundancy payments as in previous redundancy exercises because they are now an implied contractual term.
Describes individual consultation in a redundancy situation.
The right to be accompanied by a colleague or a trade union representative at redundancy consultation meetings.
Explains collective consultation in a redundancy situation.
Whether collective consultation applies only in a redundancy situation.
Describes when collective consultation should take place in a redundancy situation and how long it should continue.
Whether collective consultation should be completed before notices of dismissal are sent out or before they take effect.
Whether part time, temporary and fixed term staff should be included in a redundancy consultation and whether they should receive a redundancy payment.
The information which needs to be supplied to the appropriate employee representatives in a redundancy situation.
The difficulties in electing employee representatives for collective consultation over redundancies.
The rights that appropriate employee representatives have in a redundancy situation.
The consequences of failure to collectively consult over redundancies.
Notifying the Department for Business, Innovation and Skills (BIS) of redundancies.
Defines the common selection criteria for redundancy and describes how they should be applied.
Whether any criteria related to length of service should be used for redundancy selection.
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