This archive report was first published on 4 August 2020.
As the Covid-19 pandemic continues to disrupt businesses, employers are facing unprecedented challenges in navigating the complex process of redundancies.
According to the Employment Act 2007, a genuine redundancy situation must be proven, and employers must follow a fair process, including the application of objective selection criteria.
However, the pandemic has raised questions about the validity of redundancy situations, particularly when businesses are forced to close or reduce operations.
Employers must also consider the criteria for selecting employees for redundancy, ensuring that the process is not discriminatory and that employees are treated fairly.
Furthermore, employers must provide redundancy payments, which include severance pay, leave earned but not utilized, and one month's notice in lieu of serving the notice period.
Finally, employers must comply with the notice requirements, notifying trade unions and labour officers of impending redundancies and providing written notice to employees.
As the pandemic continues to unfold, employers must be prepared to adapt to changing circumstances and navigate the complex legal landscape surrounding redundancies.
