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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.

This webinar provides an overview to employers considering introducing hybrid working in their organisation.  It complements the Labour Relations Agency ‘Practical Guide to Hybrid Working’, available to view or download free from our website.

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.

This guide outlines the steps to building an inclusive workplace and includes signposts to other guidance published by the Equality Commission and the Labour Relations Agency.

The guidance is designed to be of practical use to employers, trade unions or employee representatives when developing and implementing policies in the areas of harassment and bullying.