{"id":14729,"date":"2013-08-14T11:28:00","date_gmt":"2013-08-14T11:28:00","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&p=14729"},"modified":"2026-03-20T09:19:40","modified_gmt":"2026-03-20T09:19:40","slug":"redundancy-new-three-stage-test-for-redundancy","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/redundancy\/redundancy-new-three-stage-test-for-redundancy\/","title":{"rendered":"Redundancy: New three-stage test for redundancy"},"content":{"rendered":"\n
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Safeway Stores plc v Burrell [1997] IRLR 200 EAT (0 other reports)<\/p>\n\n\n\n

What is the correct three\u2011stage statutory test for redundancy?<\/h2>\n\n\n\n

In Safeway Stores plc v Burrell [1997] IRLR 200<\/em>, the EAT rejects both the “contract test” and the “function test” for determining whether an employee was dismissed by reason of redundancy. According to the EAT, the correct “statutory test” involves a three-stage process: Was the employee dismissed? If so, was there a diminution or cessation in the requirements of the employer’s business for employees<\/em> (not the employee) to carry out work of a particular kind, or an expectation of such in the future? If so, was the dismissal of the employee caused wholly or mainly by that state of affairs? It is irrelevant to consider the terms of the employee’s contract of employment at the second stage. That will only be relevant, if at all, at the third stage.<\/p>\n\n\n\n

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Brightmine<\/strong><\/p>\n\n\n\n

With more than 10,000 customers, Brightmine is a leading global provider of people data, analytics and insight \u2013 empowering HR leaders to deliver brighter business outcomes.<\/p>\n\n\n\n

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Letter inviting employee to a second individual redundancy consultation<\/a><\/h3>\n\t\t\t\t\t\t

Use this model letter to invite an employee to a second individual consultation meeting to further discuss their …<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t

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Letter inviting employee to individual redundancy consultation<\/a><\/h3>\n\t\t\t\t\t\t

Use this model letter to invite an employee to an individual consultation meeting to discuss their provisional selection …<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section><\/div>\n\n\n\n

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A case examining the Employment Appeal Tribunal\u2019s approach to determining whether a dismissal was by reason of redundancy, and how the three\u2011stage statutory test should be applied.<\/p>\n","protected":false},"author":65,"featured_media":14730,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-new-resources","categories":[4],"tags":[],"topic":[65],"class_list":["post-14729","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-case-studies","topic-redundancy"],"_lnrs_read_more":"","yoast_head":"\nRedundancy: New three-stage test for redundancy | Brightmine<\/title>\n<meta name=\"description\" content=\"Case summary on redundancy dismissal, explaining the Employment Appeal Tribunal\u2019s three\u2011stage statutory test for determining whether a dismissal is by reason of redundancy.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link 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