By Rehana Hussain of Charles Gregory Solicitors Limited posted in Employment on Wednesday, May 4, 2016.
In our previous article we helped you identify whether your dismissal for redundancy was genuine or not. We also advised you that if the redundancy situation was genuine your employer still must follow the correct procedures or your dismissal may be unfair.
What is the correct procedure? We provide you here with a brief review of the law.
Selection criteria
Your employer must first identify his selection criteria. Examples of selection criteria which are usually adopted by employers include:
attendance record (you should ensure this is fully accurate and that reasons for and the extent of any absences are known);
disciplinary record (you should ensure this is fully accurate);
skills or experience;
standard of work performance;
Aptitude for work.
It is unlawful to have redundancy selection criteria or a redundancy procedure which involves discrimination on the basis of disability, sex, race, religion or sexuality. It is also unlawful to have criteria based on whether employees chosen to be made redundant are part-time or pregnant, as this would be sex discrimination. If you have been unfairly selected for redundancy, you may be able to claim compensation for unfair dismissal or discrimination. Click here for more details..
Contact Details:
Charles Gregory Solicitors
2 Hammersmith Broadway
London, Greater London, W6 7AL
Phone no: 2033933219
Mail id: info@charlesgregory.co.uk
Web: http://www.cgslaw.co.uk/
In our previous article we helped you identify whether your dismissal for redundancy was genuine or not. We also advised you that if the redundancy situation was genuine your employer still must follow the correct procedures or your dismissal may be unfair.
What is the correct procedure? We provide you here with a brief review of the law.
Selection criteria
Your employer must first identify his selection criteria. Examples of selection criteria which are usually adopted by employers include:
attendance record (you should ensure this is fully accurate and that reasons for and the extent of any absences are known);
disciplinary record (you should ensure this is fully accurate);
skills or experience;
standard of work performance;
Aptitude for work.
It is unlawful to have redundancy selection criteria or a redundancy procedure which involves discrimination on the basis of disability, sex, race, religion or sexuality. It is also unlawful to have criteria based on whether employees chosen to be made redundant are part-time or pregnant, as this would be sex discrimination. If you have been unfairly selected for redundancy, you may be able to claim compensation for unfair dismissal or discrimination. Click here for more details..
Contact Details:
Charles Gregory Solicitors
2 Hammersmith Broadway
London, Greater London, W6 7AL
Phone no: 2033933219
Mail id: info@charlesgregory.co.uk
Web: http://www.cgslaw.co.uk/
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