Employee Redundancy and Legal Rights

This assignment delves into the complexities of employee redundancy, focusing on legal frameworks and company responsibilities. It examines legislation such as the Unfair Dismissal Act 1997 and the Employment (Termination and Redundancy Payment) Act, outlining the rights of employees facing redundancy. The proposal also highlights best practices for organizations, including transparent communication, fair selection criteria, and comprehensive training programs to manage redundancies effectively.

PROPOSAL

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASKS.............................................................................................................................................1

INTRODUCTION
Equality Act’ 2010 is able to legally protect the interest and rights of employees. No
discrimination is possible in any business organization among existing employees. Companies
are responsible to follow such rules and regulations related to equal employment opportunities to
employees. According to Redundancy Payments Act’ 1965, employers need to think before they
declare person redundant for employment purpose. Also, they are bound to pay amount of
compensation to them till person becomes an employee in another company.
TASKS
1.
My proposal is able to improve organizational outcome. While searching I collect
information about rights of employees that are mentioned under Equality Act’ 2010, Redundancy
Payments Act’ 1965 and Employment Rights Act’ 1996. Information has been collected from
employees and employers who are working in the premises.
2.
There are various types of separation and termination methods available which are
aligned as below-
Redeployment- Companies are bound to follow rules and regulations of Fair Work Act’
2009 in order to reduce conflicts which arise due to redeployment in any working premises.
Redundancy- As per the rule of Redundancy Payments Act’ 1965, employers are
responsible to provide compensation to employees to whom they declare redundant for
company1.
Outplacement- In case needs of labour are comes to an end then previous company
support him to join another firm and for the same purpose they provide proper training to them.
3.
Case: Allen v TRW System Ltd., in this act, it has been clear that companies are bound to
pay amount of compensation to employees who declared redundant in any firm. They have to
pay amount equal to mentioned under law.
1 Wang, Shanshan, et al. "Shape evolution of monolayer MoS2 crystals grown by chemical
vapor deposition." Chemistry of Materials 26.22 (2014): 6371-6379.
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4.
In the legal procedure of Redundancy Payments Act’ 1965, employers are bound to pay
compensation amount to employees who are declared redundant by them. Payment should be
paid equal to amount mentioned under law. Contract of Employment Act’ 1963 has defined that
if company fires any employee, then company should serve one-month advance notice or provide
one-month advance salary to them in order to secure their future.
5.
The very first importance of these policies and procedures is that they provide
government a way to control activities of companies in relation to employee redundancy,
outplacement and redeployment. These protect the employee’s interest and ensures a better
working environment.
6.
There are various types of skills required in order to follow policies and procedure
mentioned under law which are imposed on companies. After recruitment of employees,
managers and leaders are responsible to provide proper training to them for the purpose of
enhancing their skills and knowledge
7.
Manager and other higher authorities should be ensuring about that while communicating
and implementing new policies and procedures should be applied in appropriate manner. For
example, they have to develop training session for all staff and employees to undertake this.
8.
Nowadays, it is essential for organisation to keep all documents confidential so that it
will not be easy for anyone to hack their information. Moreover, for this, appropriate norms and
regulations should be followed by organisation in order to protect employee information.
9.
The procedure of retirement is having impact on the workforce data. Companies are
bound make payment to employees while they are coming in retirement period.
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10.
Exist interviews are considered as in which companies dismiss or fire employees on the
basis of their capabilities and knowledge. Every company needs to conduct such act in order to
attain fruitful return.
11.
In the present proposal, data has been collected through receiving feedbacks and support
of managers of firm through which information can be gathered related to redundancy and
dismiss of existing labours.
12.
Unfair dismissal Act 1997, has been defined that no company can dismiss employees
without any justified reason2. The Employment (Termination and Redundancy Payment) Act has
to be followed by firm in order to maintain or secure rights of employees.
2 Sun, Chong, and René Bernards. "Feedback and redundancy in receptor tyrosine kinase
signaling: relevance to cancer therapies." Trends in biochemical sciences 39.10 (2014): 465-
474.
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REFERENCES
Books and Journals
Sun, Chong, and René Bernards. "Feedback and redundancy in receptor tyrosine kinase
signaling: relevance to cancer therapies." Trends in biochemical sciences 39.10 (2014):
465-474.
Wang, Shanshan, et al. "Shape evolution of monolayer MoS2 crystals grown by chemical vapor
deposition." Chemistry of Materials 26.22 (2014): 6371-6379.
Xu, Hong, and Frederick Wilfrid Lancaster. "Redundancy and uniqueness of subject access
points in online catalogs." Library resources & technical services 42.1 (2011): 61-66.
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