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EMPLOYMENT APPEALS TRIBUNAL APPEAL(S) OF: EMPLOYEE 1 appellant 1CASE NO. RP940/2011 MN735/2011 WT276/2011EMPLOYEE 2 appellant 2RP941/2011 MN736/2011 WT277/2011Against EMPLOYER respondent under REDUNDANCY
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01
Identify the reasons for redundancy, such as business closure or reduced workforce requirements.
02
Determine eligibility criteria, ensuring the employees meet the necessary conditions.
03
Calculate the statutory redundancy pay based on the employee's age, length of service, and weekly salary.
04
Draft a written notice to the affected employees explaining the redundancy situation.
05
Consult with employees and/or employee representatives about the redundancy process and options available.
06
Complete the necessary paperwork and provide details to each employee about their redundancy rights and entitlements.

Who needs what is statutory redundancy?

01
Employees who are being made redundant and are entitled to compensation.
02
Employers who need to understand their obligations under employment law regarding redundancies.
03
HR professionals who are responsible for managing redundancy processes.
04
Legal advisors who assist companies and employees with understanding rights and procedures related to redundancy.
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Statutory redundancy refers to a situation in which an employee is dismissed because their job is no longer necessary or available, often due to business restructuring or closure. In such cases, the employee may be entitled to a redundancy payment determined by law.
Employers who are making employees redundant must file statutory redundancy with the relevant government authority or pay the required redundancy payment to the affected employees.
To fill out the statutory redundancy documentation, employers need to follow the prescribed forms, providing details such as the number of employees being made redundant, their job titles, and the reasons for redundancy. It may also include calculations of redundancy payments.
The purpose of statutory redundancy is to provide financial protection to employees who lose their jobs due to no fault of their own, ensuring they receive compensation to support them during their transition to new employment.
The information that must be reported includes the names of affected employees, their roles, the reason for redundancy, the redundancy payment calculations, and any consultation processes that took place.
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