Jun/090
Important Redundancy Advice for Employers and Employees
Redundancy is expected by many employers and employees in the current economic climate. However, it is something that has to be handled in a way that is best for both employer and employee.
The redundancy selection must be undiscriminating and benefit the employee as well as the company. Things to take into account when making fair redundancies can be the amount of time the employee has worked there or their ability to be able to adapt to a new position within the company.
Redundancy should be the very last measure taken by an employer and it can apply to one or a number of employees depending on how the business is coping in the financial down turn.
If a position within the company is no longer needed because the employer is making cut backs to allow for the recession, the employee must be offered an alternative job within the company and be able to work within the new environment for a period of 4 weeks before deciding if they would like to take the alternative or be made redundant.
Before the employer makes redundancies, they must inform The Department for Employment and Learning. This is so the employee receives the full notice period they are entitled to by law, which for 1 to 99 employees is 1 month, and for 100 or more is 90 days.
If an employee has worked within the company for 2 or more years and are made redundant they are entitled to redundancy pay.
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