Search Results for 'Unfair dismissal in the United Kingdom'

In these difficult economic times, many businesses are looking to reduce their wage bill in order to ensure survival. Ultimately, this may mean that redundancies will be required, but there are other options. From a legal, commercial, and arguably moral standpoint, redundancy should always be the last resort. The law requires an employer to consider alternatives to redundancy, while commercially, most employers will want to retain good staff in anticipation of the upturn, and avoid the morale shattering effect of letting people go. So what are the options, and what legal challenges do they present?

Last week I looked at wage cuts. This week I’ll tackle the issue of redundancy.

A manager at a Mullingar car sales firm, given one day’s notice because of the downturn after 11 years of “uneventful” employment, was awarded €3,000 at the most recent sitting of the employment appeals tribunal in Mullingar.

A woman who taught at the Athlone Institute of Technology (AIT) for 11 years, was replaced by an assistant and then encouraged to apply unsuccessfully for this position in 2008 when the assistant took a career break, failed in her claim for unfair dismissal and was awarded just €1,380 by the employment appeals tribunal at its most recent sitting in Athlone.