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    Grounds for Redundancy

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    Sometimes employers may try to use redundancy as an excuse for dismissing employees. There is, however, a clear distinction between your position genuinely becoming redundant and being unfairly dismissed.

    If you are dismissed for reasons of redundancy then your dismissal must be caused by your employer's need to reduce their workforce. Your employer has to demonstrate your role in the company is no longer required and they must follow the correct redundancy procedure - otherwise, it can be viewed as a case of unfair dismissal.

    Grounds for Redundancy

    In order to protect employees from being made

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    If you are dismissed for reasons of redundancy then your dismissal must be caused by your employer's need to reduce their workforce. Your employer has to demonstrate your role in the company is no longer required and they must follow the correct redundancy procedure - otherwise, it can be viewed as a case of unfair dismissal.

    Grounds for Redundancy

    In order to protect employees from being made

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    ong>redundancy then your dismissal must be caused by your employer's need to reduce their workforce. Your employer has to demonstrate your role in the company is no longer required and they must follow the correct redundancy procedure - otherwise, it can be viewed as a case of unfair dismissal.

    Grounds for Redundancy

    In order to protect employees from being made

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    onstrate your role in the company is no longer required and they must follow the correct redundancy procedure - otherwise, it can be viewed as a case of unfair dismissal.

    Grounds for Redundancy

    In order to protect employees from being made

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    iewed as a case of unfair dismissal.

    Grounds for Redundancy

    In order to protect employees from being made redundant on unnecessary grounds, employment law specifies certain conditions for a redundancy to be genuine:

    • Cessation of the employer’s business operations or the part of its operations for which the employee was hired;

    • Relocation of employer’s business or operations or the need for a particular service has diminished or ceased.

    • The employee’s services are no longer required – either because the employer’s business is not successful or the employer has decided to engage in another type of business which

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