In an employment environment it means the procedure of discontinuing the employment of one employee or one member of a grouped class because of redundancy. It is usually due to the effect of workplace cuts, retirement or illness. Redundancy also affects the continuity of the employment of other employees of the same class or group. Normally an employer who decides to implement the policy of redundancy must inform all the existing workers, managers and jobholders of this decision. But sometimes the employer may decide to dismiss some of the workers or a member of the group because he thinks that he may be able to find a replacement for them. If you think you may have a Constructive Dismissal Claim, visit Employment Law Friend
Usually the employers give redundancy pay to their employees or they make arrangements for them to get it elsewhere if they so desire. The employees, who are unable to continue working or those who are dissatisfied with the redundancy decide to contest the decision of dismissal. This is normally done by lodging a written complaint with the employer who then has to go through it before reaching a conclusion whether to grant or not the request for reconsideration of dismissal. If the employer still refuses to give any other alternative, they have no other choice but to terminate the employment of the complainants. If the employer gives any other alternative that is better than redundancy, the employees can appeal to the Employment Tribunal who will hear their case.
If the appeal is not successful, the employer has to abide by the decision of the tribunal and the amount of redundancy pay has to be provided to the employees. Sometimes there are complicated issues like additional payments made for the dependents of the employees and the spouses of the employees.