Redundancies occur when an employer is ceasing to carry on with work for which the employee was employed, or is ceasing to carry on with work in the place where the employee is employed.

While redundancy is a potentially fair reason for dismissal, for a redundancy dismissal to be fair, there must be a genuine redundancy situation and the employer must follow a fair redundancy procedure, including consulting on an individual basis. The employer must also comply with its collective consultation obligations where these apply.

redundancy selection

How to ensure a fair redundancy selection process

Employers that fail to get the redundancy selection process right are leaving themselves open to costly employment tribunal claims. Employment...

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Redundancy consultation: protective awards for City Link staff

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Redundancy pools

Redundancy pools: myth vs fact

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Determining the correct composition of the redundancy pool is a step in the right direction to carrying out a fair...

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Statutory redundancy pay to increase from 6 April 2016

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The maximum amount of statutory redundancy pay and the limit on the amount employment tribunals can award for unfair dismissal...

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Redundancy consultation: Redcar steelworkers to receive payout

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Former workers of steel company SSI have been awarded a share of £6.25 million over lack of consultation when they...

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Seven tips for preparing a redundancy selection criteria matrix

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An employer that has identified a pool of employees at risk of redundancy must follow a fair procedure when deciding...

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