Faced with the need to make redundancies, an employer needs to be careful how the process is managed. Different procedures apply according to the numbers to be made redundant.
If more than 20 are to be made redundant then there is an obligation to consult with trade unions or elected employee representatives. Care also needs to be taken if the company currently employs more than 50 staff because of the obligations based on the Information and Consultation Directive.
Apart from the consultation requirements, the employer may be challenged on the selection process and it is always wise to take legal advice.
Furthermore there is a strict interpretation of what constitutes redundancy. This normally arises on the cessation or diminution of operations or the need to carry out work of a particular kind.