Recent News

December 2008
Recession and Redundancies: Topical and Typical

With the terms “redundancies”, “collective redundancies”, “lay offs” and “short time” becoming increasingly familiar phrases in the current economic climate it is vital for both employers and employees to be aware of current legislation effecting their respective obligations and in the case of employers, with a view to minimizing the potential for unfair dismissal claims.
As with all aspects of employment law in this jurisdiction this area is also rapidly evolving two recent changes which illustrate the point being:

• The introduction of The Protection of Employment (Exceptional Collective Redundancies and related matters) Act 2007 non compliance with which could lead to a loss of tax rebates for employers and increased unfair dismissal claims; and
• The removalof the age cap of 66 years for entitlement to statutory redundancy. Employees who have reached 66 years of age and whose date of termination is on or after the 8th May 2007 are now covered by the provisions of The Redundancy Payments Acts 1967 to 2007.

We offer expert advice to service both employers and employees needs including advice on:

• parties rights and obligations during periods of “lay off” and/or “short time”
• what constitutes a genuine redundancy
• who is covered by the legislation
• selection criteria
• collective redundancies
• exact entitlements
• notification to Minister in case of collective redundancies
• consultation obligations with employees and with their representatives
• consequences of failure to comply with the legislation.

For further information on the above or general employment law advice please contact any member of our employment law team.