Keeping up to date
We take seriously our responsibility to keep you up to date so that you can use changes in employment law to commercial advantage. By understanding and interpreting the latest case law and legislation we can deliver updates to you that are concise and usable. With imagination, we are able to ensure that developing law can be used to allow you to achieve commercial solutions, cost effectively and expediently.
Business change on the horizon?
If you’re thinking there might be business change on the horizon and the potential for redundancy, you’ll need to identify that you have a genuine redundancy situation.
It sounds simple, but it’s not always intuitive – here are a few things for you to consider:
The same amount of work – even if you have the same amount of work, if you now need fewer people to do that work, it is still likely to be a redundancy situation.
Reduction in work – if you have a reduction of a particular kind of work but the same number of employees needed, asking employees to change what they do perhaps by reducing their role or hours, may amount to a redundancy.
Practical reality – you need to focus on the practical reality of the role and not what was written down in a job description years before (if that’s different from what’s happening on a day-to-day basis).
Adding to a role – it will be a redundancy situation if it means that the particular kind of work that the employee is doing is disappearing or reducing.