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The claimant was dismissed by reason of gross misconduct and in particular.
Due to an unexpected and unfortunate downturn in business, I am forced to make some staff redundant. One of the employee’s most suitable for redundancy is currently on maternity leave. Is there anything I need to consider before I make the final redundancy decision?
If an employer makes an employee redundant but then offers the same employee another job, is the employee still entitled to a redundancy payment?
In setting down a retirement age in a contract of employment, should you include the objective grounds for the retirement age in order to try to manage expectations or are you just tying your hands for the future? What would you advise?
Where an employee has taken voluntary redundancy, is the employer prevented from re-employing him or her in the future?
Can redundancy notice be served during maternity leave? For example, can an employer serve a notice of dismissal/redundancy during maternity leave with a date of dismissal after the end of leave period – or is this automatically void and employer must wait until leave is over before issuing a notice?
If you hire an employee on a 2+ year fixed term contact, are they entitled to redundancy if/when they are dismissed at the end of the contract? Is there any way to avoid this if an entitlement exists?
Can an Employee on Long Term Sick Leave Still be Considered for Redundancy? What Precautions Should Employer Take?
Like many organisations we may have to reduce staffing costs. Is it lawful to terminate employees on fixed term contracts first or must they always be considered equally with full time permanent staff?
During a redundancy consultation process is an employer entitled to interview external candidates for a vacant position in addition to interviewing employees at risk of redundancy?