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Redundancy is among the a lot of disputed and controversialelements of employment, particularly via regards to economic situations withunfavourable financial climates. Many type of employers may occasionally befaced with the unfortunate obstacle of instituting changes intotheir organization and also their business practices in order to reduceoperating costs and inevitably being compelled to make redundancies.Perhaps the last thing that an SME (Small to Medium Enterprise)needs in such an occasion, is to come to be liable to better costs dueto poor execution of correct redundancy measures.

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In a nutshell, the term “redundancy”, in the contextof employment regulation, describes a scenario wherein an employer reducestheir workpressure in the occasion that a specific job/tasks are no longerneeded, i.e., they end up being “redundant”. Such situationsmight arise due to determinants that are exterior the regulate of theemployee itself, such as, yet not restricted to, the company closingdvery own, the employer needing to reduced expenses, the advent ofartificial technology (AI) or various other modern technologies that have actually madethat project unvital, the task no much longer exists, or thebusiness’s ownership changing hands, and hence, in mostscenarios, redundancy is not a reflection of theemployee’s capacity to perform their job, quite it is led to byauxiliary factors.

In the majority of situations acomponent from the closing dvery own of the organization,employers should provide reasonable justification for rendering anemployee’s position as redundant. It is crucial to notethat redundancy deserve to only take area in the occasion that the positionitself is declared redundant, and does not take place if oneemployee is simply reinserted through a newer one. Colloquially, the termsredundancy, retrenchment, and also layoff are offered interchangeably. Theyhave the right to be either of a compelled or voluntary nature, with regards towhich employees are let go from a firm. In the situation of voluntaryredundancies, employers generally sell incentives such as severancepackeras or garden leave. Voluntary redundancies prevent theemployer from having to choose which employee to terminate. In theevent that voluntary redundancies are uneffective, a generally usedtechnique of “Last In, First Out” (LIFO) isemployed in forced redundancies, by which employees who have beenthrough a business for the leastern amount of time are let go of first.Other determinants that might be offered in assessing redundancypossibilities incorporate factors such as attendance documents,disciplinary documents, the traditional of occupational performance of anemployee, the employee’s prior endure, or thecontribution to the organization overall. It becomes the onus of theemployer to apply the test for redundancy and also assess he/sheneeds fewer employees to carry out a details piece of work, andnot simply sindicate the occupational coming to be diminished or ceased.

The complying with short article will certainly analyse the aftermath, both forthe employer and also the employees, throughout a time of redundancy, andthe legal aspects of the same. It will also seek to analyse themiscellaneous means of legal recourse that may be easily accessible to employeesthroughout redundancies in assorted jurisdictions.

Statutory Meaning of“Redundancy”

The statutory interpretation of the term “redundancy” isoutlined in the Employment Rights Act 1996 (ERA1996), which is an Act of Parliament in the UnitedKingdom (UK). Under Section 139 of the ERA 1996,“redundancy” characterized as follows:

For the purposes of this Act an employee who isdismissed shall be taken to be dismissed by factor of redundancy ifthe dismissal is wholly or mostly attributable to—

(a) the fact that his employer has actually ceased or inhas a tendency tocease—

to carry on the service for the objectives of which the employeewas employed by him, orto carry on that service in the area where the employee wasso employed, or

(b) the fact that the demands of thatbusiness—

for employees to bring out work-related of a specific type,orfor employees to carry out work-related of a specific kind in thelocation wright here the employee was employed by the employer,

have ceased or diminimelted or are supposed to cease ordiminish.

Hence, under this interpretation, the focus is not placed on thequantitative availability of the job-related, but quite on the questionif the employer have the right to proof a reasonable need for a lesser numberof employees to work through the service. The term “occupational ofa particular kind” involves the actual occupational, and also notthe perchild in the position to execute that job-related.

Also, to note, Section 98 of the ERA 1996outlines the legal factors, under which a dismissal may happen.These are as follows:

the individual’s resolved orlimited-term employment contract culminates without anyrejuvenation,the individual reindicators through orwithout notice owing to a repudiatory breach of contract on behalfof the employer, i.e., on the event that an employee reindications dueunreasonable proposals put forth by the employer in the time of the courseof a redundancy procedure,the individual’s employmentcontract gets terminated without any kind of prior notification.

Upon the establishment of an act of removal of an employee as a“dismissal”, a straightforward test hregarding be applied toasspecific whether that dismissal qualifies as“redundancy”. The test, establiburned by assorted regulation,involves the following questions:

Was the employee in questiondismissed?If yes, was the employer’srequirement for that specific job-related to be carried out by the employeeceased or diminiburned, or was it intended to come to be ceased ordiminished?If so, was the dismissal causedwholly or exclusively by this aforementioned reason?

This test was primarily collection out Employment Appeal Tribunal(EAT), a remarkable court of document in England also, Wales, and Scotland also,in the situation of Safeway vBurrell <1997 UKEAT 168_96_2401 Appeal No.EAT/168/96>, and also was later on reaffirmed in the Housage of Lords (HL)situation of Murray & Annor vFoyle Meats <1999 UKHL 30>. On the basis of thistest, “transferred redundancies”, i.e., situationswherein an employee that was previously not in a instance to fallright into redundancy, gets replaced by an employee that was, are deemedlawful. In such instances, employees are “bumped” intopositions of becoming redundant, the EAT analyses components such asthe employee’s capabilities and also conduct, that would certainly have actually ledthe employee to autumn into such a case. The 2012 instance at theEAT of Packmale Lucas Associates vFauchon established that itwas not vital for the company to have actually a reduction in thenumber of employees, that are delivering out a specific item of occupational,in order to satisfy the statutory definition of redundancy underERA 1996. It is additionally vital to note that need to an employerpick not to renew a fixed-term employment contract that covers anabsent employee (for instance, an employee that is on sick ormaternity leave), it would certainly not amount to redundancy under the ERA1996.

In the United Arab Emiprices (UAE), the Federal LawNumber (8) of 1980 is the major “LabourLaw” (described as the “UAE Labour Law”hereon), and also tbelow is no express statutory interpretation of the term“redundancy”, and for this reason, this reasons a lot ofuncertainty and also confusion amongst organization owners through regards tothe correct legal method in the direction of dismissing an employee. In theabsence of a statutory meaning, courts have previously heldthat, in cases wbelow a company dismisses an employee forcost-conserving reasons, it would certainly be understood fair and also legal. Under theUAE Labour Law, an employee, who is on an unlimited term employmentcontract, may only be legitimately dismissed in the followingcases:

if the dismissal is led to by virtueof the nature of the employee’s performance, or any othervalid cause, and is done so by the provision of an alert which isin line through the terms of the employment contract;if the dismissal is in accordancethrough provisions outlined in Message 120 of the UAE Labour Law,which contains, for example, the employee assuming a false identityor nationality or submitting forged files, the employeerevealing any type of confidential indevelopment of his employer, theemployee being uncovered in a state of drunkenness or under theinfluence of narcotic drugs throughout functioning hrs, etc.

Also, under Message 117 of the UAE Labour Law,any company is complimentary to terminate any kind of boundless term employmentcontract for any kind of offered “valid reason”, as long as theyprovide a notice of at leastern 30 calendar days. However before, under theUAE Labour Law, any type of termicountry of an employment contract thatwould take location without a valid factor would certainly be deemed to be of an“arbitrary” nature.

One of the aspects that are essential to ensuring a smoothredundancy procedure, is ensuring that it takes area fairly. Underthe UAE Labour Law, the redundancy procedure must be brought outin a broad and transparent manner, so that it entails a meetingvia each influenced employee. The employer must take up theresponsibility of providing employees with formal and also regularupdates of the process, in addition to providing appropriatedocumentary evidence pertaining to the procedure. If the employerundertakes a fair and also transparent procedure for the redundancyprocedure, the employer will be well-positioned to fend off againstany kind of succeeding work claims. 

Consultation & Compensation

Following on from the actual redundancy procedure, the employeewhose contract was terminated would certainly be empowered to legally claimcompensation and also specific develops of consultation andcompensation.

In the UK, in the occasion that an employer proposes to dismiss out on 20or even more employees, within a time period of 90 days or much less, theemployees have to communicate in what is recognized as “collectiveconsultation”. In the European Court of Justice (ECJ) situation ofUSDAW v EthelAustin (typically described asthe Woolworths case), which was decidedin April 2015, the question of the obligation of the employer tocarry out cumulative consultation once multiple redundancies aremotivated. The ECJ determined that the thresorganize was to be collection at 20employees undergoing redundancy under one facility and also thatthe dismissals should be performed individually of one one more.This duty to administer consultation by the employer can additionally bedelighted in by employees who may be affected by the proposed dismissalsas well, i.e., not exclusively to employees that are undergoingredundancy. Therefore, even the co-workers influenced by the dismissal oftheir colleagues might seek consultation. When an facility seeksto dismiss 100 or more employees as redundant, the consultationhave to start 45 days prior to the dismissal going into impact, andwbelow there are 20 to 99 employees being dismissed, theconsultation period stated by the ECJ is 30 days.

Along via consultation, any type of UK employee who is dismissed asredundant is entitled to obtain the following:

a notification of dismissal or a payment inthe occasion that the notice claims that the employee is not requiredto work throughout the alert period;a statutory redundancy payment (SRP),in the instance, that the employee has worked for the employer for atleastern 2 years;any various other redundancy payment outlinedin the employment contract, a collective agreement through any kind of tradeunion(s), or any type of various other payment at the discretion of theemployer.

The employee may shed the best to case SRP if the employee, onunreasonable grounds, rejects an offer of suitable alternativeemployment.

In the event that the employee had been employed for a minimumduration of 2 years under one employer, and also that the employmentperiod has actually not surpassed twenty years, the SRP will be calculated asfollows:

1.5 weeks’ pay for annually ofemployment after reaching the age of 41;1 week’s pay for each year ofemployment in between the age of 22 and also 40 (both inclusive);0.5 week’s pay for yearly ofemployment under the 22.

Several situations might additionally arise wherein an employer may chooseto pay the redundant employees an magnified amount (ex-gratia ornon-contractual pay). Such instances include:

instances wherein both the departingparties and also the remaining employees wish to keep some goodwillbetween them;instances wherein the departingemployees are available an impetus to authorize a compromiseagreement;instances wherein such payments arenorms in a particular sector or industry.

Any of the previously mentioned payments, such as the SRP, and also thenon-contractual payment, are exempt from any type of taxes as much as a limit ofGBP 30,000. Above this, the payment shall be subject to theappropriate taxes and National Insurance Contributions (NICs).

In the UAE, the UAE Labour Law (Federal Law Number 8 of 1980, asamended) outlines an employee’s entitlement and also benefits uponthe termination of his/her employment contract. They are asfollows:

all accrued benefits such as accruedbut unoffered leave must be phelp to the departing employee;a provision of notice or compensationin lieu of notification must be gave to the departing employee, andthe alert have to be offered via a minimum of 30 days prior to theexit of the employee, and this restriction cannot be waivedeven with the consent of the employee;if the employee does not findsuitable employment in the UAE within a collection period of time, theemployer is obliged to repatriate the employee earlier to his/hernation of origin;offered that the departing employee didnot partake in any company-preserved pension system, he/she mustbe paid the finish of business benefit (or gratuity) by theemployer.


As outlined in the post, the redundancy of employment is anunpleasant matter that an employer would certainly have to resolve in theoccasion of letting go of his/her employees. However, if handledproperly by the employer, the procedure could cause an amicabledeparture of the employee. As recapitulated in the write-up, severalmeans of legal recourse are additionally available to the employee in suchsituations, offered that the employee is qualified to acquire thesame.

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The content of this post is intended to administer a generalguide to the topic issue. Specialist advice have to be soughtaround your particular circumstances.