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 at one
establishment. 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.
Contact:
Sandy
Meiklejohn, Partner - Tel: 01382 229 222
Simon
Allison, Partner - Tel: 01382 229 222