This employment law guide explores the basics of redundancy and offers guidance on how to avoid common pitfalls.

There are five grounds for redundancy. Namely, an employee is redundant if, for one or more reasons not related to the employee concerned, the dismissal is for a reason wholly or mainly attributable to the fact that the:

1. Employer has ceased or intends to cease the business for the purpose for which the employee was employed, or in the place where the employee was employed;

2. Requirements of the business for the employee to carry out work of a particular kind,

3. Employer decides to carry on the business with fewer or no employees, by requiring another employee to do the work of the redundant employee;

4. Employer decides work being done is to be done in a different manner, for which the employee is not qualified or trained to do;

5. Employer decides that the work being done is to be done by a person who is capable of doing other work for which the employee is not sufficiently qualified or trained.

Download this free guide to learn more about
• Genuine Need for Redundancy
• Fair Selection for Redundancy
• Fair Redundancy Process
• Redundancy Payments
• Collective Redundancy