Our Employment & HR Services team has recorded a series of videos offering guidance to organisations on how to make sure any dismissal of an employee is done in a fair way. To be considered a fair dismissal, the first step is to ensure that one of the five potentially “fair reasons” applies. Our team will guide you through each of these, highlighting some of the most frequently asked questions from clients and the most common missteps we see in practice. The team will also guide you through the next step, which is to ensure that a fair process is followed. The team have examined each of these reasons, so the series includes their top tips on:
- Conduct – investigations and disciplinary hearings
- Breach of a statutory duty or restriction
- Capability – poor performance and ill-health
- Some other substantial reason (SOSR)
- Procedural issues
In the first video of our video series on how to effect a fair dismissal, Rhiannon Dale explores the potentially fair reason for dismissal of redundancy. Rhiannon discusses the meaning of the word “redundancy” and employer’s obligations in redundancy situations. She explores when collective consultation is necessary, the consultation process, pools and selection criteria and ways in which redundancy may be avoided, to help employers navigate this tricky area and shares her top tips for managing the process.