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redundancy
Which law prevents an employer escaping liability for making a redundancy payment by 'indefinitely laying someone off without pay?
Employment Rights Act 1996 s 135(1)(b) and ss 147 to 154
There is no law against this - an employer is entitled to do it
The law on this subject matter is contained principally in case law
The qualifying period of continuous employment for unfair dismissal claims connected with redundancy is:
Normally one year since June 1999 and sometimes zero
Two years
Six months
If the employer expects 20 or more redundancies (according to the wider, EU definition)
at the same establishment within a period of 90 days then he should, in good time:
Formally consult the employees' representatives about his proposals
Consult individually only
Continue to notify employees of a threat of redundancy
Why has TULRCA 1992 been criticised? Is it because:
The TULRCA provisions employ too much legalease
The definition of 'dismissal' is more narrowly defined than the Collective Redundancies Directive
The definition of 'dismissal' is more widely defined than the Collective Redundancies Directive
If suitable alternative employment is identified for the employee in danger of redundancy,
You should provide the job role details but not the financial details
You should provide the job role details and the financial details
Providing details other than the job title is unnecessary
If an employee is offered suitable alternative employment before he is made redundant and the
employee accepts the offer, or if he unreasonably refuses it, there is payable:
No redundancy payment
A smaller redundancy payment
The usual redundancy payment
When it comes to 'bumping' an employer should:
Always employ the practice
Never employ the practice
Always consider it
Failure to consult as required where there are 20 or more potential redundancies can lead to a Tribunal:
Making a protective award unless there were 'special circumstances which render full compliance not reasonably practicable'
Making a protective award 'in all circumstances'
Awarding 2 weeks pay
The employer has no right unilaterally to impose a lay-off or short time unless:
There is a redundancy situation
The employee requests it
The contract of employment so provides, expressly or impliedly
The qualifying period for claiming a statutory redundancy payment is:
3 years
1 year
2 years
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