(Solution) CIPD Avado AC 3.2 (Email 6) Explain the legal requirements relating to redundancy
New User Gifts
First Order Deal get Ksh 200 Off.
Original price was: £ 20.00.£ 10.00Current price is: £ 10.00.
Payment Methods:
Description
Solution
Email 6: 3.2 Legal Requirements for Redundancy Process
As you consider implementing the reorganisation within your directorate, it is essential to fully understand the legal requirements surrounding redundancy.
1. Identification of Reasons for Redundancy
Redundancy can be defined as situations where posts are no longer needed for one reason or another for instance closure of a business, downsizing or diminutive of the organization’s requirements for employees. As for redundancy, the most predominate act of law is the Trade Union and Labour Relations (Consolidation) Act of 1992, referred to as TULRCA. TULRCA 1992 provides clear guidance such as eligibility for redundancy and process pointing out that the reason for redundancy is must be valid, non-discriminatory, and objectively justified (Bakermckenzie, 2025).
2. Stages in the Process
The redundancy process involves several key stages:
Selection for Redundancy: This is because it is based on such factors as merit and fitness (skill, experience and performance). It must also not favour one party over the other, in other words it has to be impartial. Larger redundancy situations Applying this provision where the proposed dismissal relates to 20 or more employees, other regulations under TULRCA 1992 with regard to collective consultation with unions or employee representatives apply (Bakermckenzie, 2025).
Consultation: Employers have to consult the employees who will be affected or their representatives. These include detailing why redundancy is necessary, looking at options and potential solutions to this (like a transfer).
Notice and Redundancy Pay: Proper notice should be provided to the employees before redundancy comes into operation depending on the years of service. They are also redeemable for redundancy and for this they are paid according to their age, contract duration, and weekly wages (Gov.Uk, 2024).
3. Information on Consultation Requirements
Consultation is a legal requirement under TULRCA 1992. Where 20 or more redundancies occur within a 90-day period,…
Please click herein to access this assessment in full
Related Papers
(Solution) 5OS04 Question 9 (AC 4.1) potential advantages of expatriating Japanese staff to work in the UK and vice versa.
(Solution) CIPD Assessment ID/CIPD_5CO02_23_01 Evidence-based practice
(Solution) CIPS PDC Royal Commission for Alula Managing Risk of Poor Quality
- Ensuring management of risks of poor quality, extension of time, costs increase and unethical practices
- Making sure appropriate performance measures are monitored and managed
(Solution) 5CO01 AC1.3) Analyse external factors and trends impacting organisations to identify current organisational priorities
(Solution) CIPS ADNOC Advanced Category Management in Procurement and Supply Chain Management
(Solution) CIPS Leadership and Management in Procurement and Supply
- This assessment has delved on evaluation of impact of leadership and management approaches in an organisation.
- By evaluation Woodplc organisation operating in UAE oil and gas sector, the organisation successful project implementation is to increase their offshore oil and gas exploration to increase with upwards of 10,000 new exploration wells which demand a high-level leadership and management.
- This similarly highlight the positioning of Woodplc in UAE and international oil and gas industry.
- A set of tools including RACI, Leadership Matrix, Mendelow and RACI were adopted in sourcing this assessment findings.