Redundancy Policy & Procedures

Welcome to the Redundancy Section for employers, here you'll find lots of interesting and useful information regarding disciplinary procedures.

Redundancy Home
Introduction
Legal Requirements
Information to be supplied to Unions and Employee Representatives
Group Redundancies
Issuing of Notices of Termination
Appeals
Redundancy Calculations

Issuing of Notices of Termination

N.B. Consultation must normally have been completed before individual notices of dismissal are sent out.

It is the responsibility of the Line Manager to issue notices of dismissal giving the requisite notice period (Appendix 8B). It is at the Company's discretion whether the employee is required to work their notice period. If an employee is not required to work their notice period they will be entitled to either pay in lieu of notice or be placed on 'garden leave' - whereby the employee remains employed by the Company but is not required to attend for work. If dismissing with pay in lieu of notice it is important to identify the date the dismissal would have taken effect if they had been required to work their notice in order to comply with the consultation requirements. Pay in lieu of notice is taxable as normal pay.