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For redundancy to be fair there must be a genuine need for redundancy and the employer must follow a fair process in carrying it out.  Where there are many employees involved, trade unions and employees should be consulted properly.

Before beginning any redundancy (and during the consultation process), an employer should think about whether it can avoid making redundancies or reduce the number of redundancies.  Employers also need to carefully think about how the employees will be chosen for redundancy.  If they don’t, they may face claims of unfair dismissal.

The way that staff are chosen should be fair and follow an agreed selection process if the organisation has one.  If there isn’t an agreed process in place, the employer must make sure there is no discrimination, that staff are chosen fairly, and in a way that can be checked.

Key Governance Documents

There are significant differences between the employment laws which apply in England, Scotland and Wales and those which apply in Northern Ireland.

Please contact our Workplace Information Service on 03300 555 300 for further information.

Model Workplace Policy for Dignity at Work and Inclusive Working Environment

Joint Declaration of Protection (for Dignity at Work and Inclusive Working Environment) launched by the NI Employment Relations Roundtable.

From time to time employers may experience a temporary shortage of work and it may be necessary to lay-off all or some of their employees in order to preserve long term employment security.  If temporary lay-off is being considered there are important aspects of employment and contract law to take into account.