By Lavina Daryanani
Section 139(1) of the Employment Rights Act 1996 provides that a dismissal is by reason of redundancy where the employer ceases carrying on the business in which the employee worked; ceases carrying on the business in the place in which the employee worked; or needs fewer people carrying out work of the kind that the employee performed.
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- Follow the principles of a fair redundancy procedure
- Set a timetable for consultation
- Collective consultation
- Individual consultation
- Inform employees of potential redundancies
- Hold meetings with those provisionally selected for redundancy
- Include absent employees in the consultation
- Explore alternative employment
- Notify employees of the outcome
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About the author
Lavina Daryanani
Lavina Daryanani is a solicitor in an employment lawyer in the Government legal department. She is experienced in advising employers on a wide range of employment law issues and in defending tribunal claims. Lavina has also provided training on various aspects of employment law to managers and HR professionals.
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