Policy—redundancy
Policy—redundancy

The following Employment precedent provides comprehensive and up to date legal information covering:

  • Policy—redundancy

    1. 1

      Introduction

      1. 1.1

        The Company is committed to maximising security of employment for its employees. The Company will seek to avoid compulsory redundancies wherever possible. However, it recognises that there may be circumstances when staffing requirements change and compulsory redundancies cannot be avoided.

      1. 1.2

        Where compulsory redundancy is inevitable, the Company will handle the redundancy exercise in a fair, consistent and sympathetic manner.

      1. 1.3

        In following the redundancy procedure set out in this policy, the Company will not discriminate directly or indirectly on grounds of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, religion or belief, sex or sexual orientation. Part-time workers and fixed-term employees will not be treated less favourably than full-time or permanent comparators.

      1. 1.4

        The aim of this policy is to set out the procedures that will be followed in cases of redundancy, ensuring compliance with employment law [and Acas guidance].

      1. 1.5

        This policy applies to all employees who are affected by a potential redundancy situation. It does not apply to agency workers, consultants or contractors.

      1. 1.6

        This policy does not form part of an employee’s contract of employment and the Company reserves the right to amend or replace this policy at any time.

    1. 2

      Avoiding and/or minimising compulsory redundancies

      1. 2.1

        The Company will seek to avoid compulsory redundancies wherever possible. Where a reduction in the number of employees the Company employs is unavoidable,

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