On the surface redundancy can seem straightforward however to avoid claims of unfair dismissal the correct HR and legal framework must be followed. This includes the correct amount of notice, redundancy payments, following an appropriate selection criteria and consultation periods.
Depending on how many employees are to be made redundant, an employer may be under a duty by law to consult collectively with employees and trade union representatives. Maternity leave and redundancy can be a particularly complex area.
The law makes provisions for most employees to receive a statutory redundancy payment which is calculated based on age, length of service and weekly earnings.
