The employer should be able to demonstrate that the business
need for the redundancies is genuine. He will also be expected to
consider ways of avoiding compulsory redundancies for example by
seeking volunteers, investigating job sharing or re-training etc.
Employers must also consult with the affected employees, and there
are specific statutory requirements which must be observed where 20
or more dismissals are proposed within 90 days. Where there is
selection from a pool of potentially redundant employees, the
employer must consider carefully the appropriate pool of selection
and identify appropriate selection criteria. Don't forget that
employees dismissed as redundant are entitled to full notice (or
pay in lieu) as well as their statutory redundancy payment.
Meiklejohn, Partner and Accredited Employment Law
Specialist - Tel: 01382 229 222
Allison, Partner and Accredited Employment Law Specialist
- Tel: 01382 229 222