回复：问"努力学习123"一个关于裁员和解雇的问题. 谢谢.

1/ process

to simplify:

statutory 3 steps for dismissal: to invite you for a meeting, entitle you right to be represented, hearing meeting to dismiss on the ground of redundancy, and offer your right to appeal.

If they don't follow any of the above steps, you could put grievance in before you go to employment tribunal for an unfair dismissal claim. You can only go to ET after you go through all internal process without a solution.

if large scale of redundancy, say 20 people over 90 days, it is more complicated, TU will have to be consulted, BERR needs to be informed, group consultation, individual consultation, etc..

if part of the team to be made redundant, assessment criteria has to be in place..

2/ reason for redundancy:

close of the business
close of the department
to lose headcount of a dept

3/ notice period for a redundancy:

notice period in your terms and conditions apply, check your contract with your company.

4/ Any difference if a permanent employee?

no difference