Redundancy can be a traumatic experience for both employers and employees. It is important that the issues are handled sensitively and correctly. Employers have specific obligations and employees have specific rights under current legislation.
Redundancy arises where fewer employees are needed through reorganisation, closure, relocation or a reduced need for particular skills. It should not be used to resolve performance-related issues, which should be dealt with through a disciplinary and dismissal procedure or a capability procedure concerned with skills and performance.
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