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The claimant was dismissed by reason of gross misconduct and in particular.
In what circumstances, if any, can Last In First Out (LIFO) be justified as a redundancy selection criterion?
How long after a redundancy exercise an employer reinstate a post?
An individual has been employed on a number of fixed term employment contracts (consecutively, without any break in service) over a four year period in an organisation which has made a voluntary redundancy option available to its employees. Is this employee entitled to apply and to be considered?
As we have to pay redundancy for employees whose term exceeds 2 years, are we able to avoid this cost – can we issue contracts for just under 2 years? If contracts are issued purely to avoid the redundancy legislation, would they automatically become unlawful?
Can absence due to sickness be used as part of selection criteria for selecting an employee for redundancy or could this be viewed as disability discrimination?
Does TUPE apply in circumstances where a company goes into voluntary liquidation and its business is closed with all employees being made redundant and then a buyer is subsequently found for the business, for example, a month or two later? Do the employees automatically transfer to the new owner?
Re-employment of Redundant Employees