(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) Oakwood International 5HR03 Reward for performance and contribution
(Solution) CIPD 5HR02- Talent Management and Workforce Planning
(Solution) 7C002 Question 12 (AC3.4)- Assessment of use of online questionnaire surveys as a method of establishing effectiveness of people management
(New) CIPD Level 7 7C001- Work and Working Lives in a Changing Business Environment
(Solution) CIPD 7C004 Task 2.1 Differences of Primary and Secondary Data
(Solution) CIPS Category Plan Implementation, Challenges Faced and Solutions
- In this report, a category plan for Oracle in office materials category of spend has been developed.
- Category planning has been noted to be a practice where category plans are established aligned with clients business objectives strategically to maximise value, risk reduction, and supply of goods and/or services effective management.
- Therefore, the Oracle category plan is in tandem with retail and business portfolio objectives to advance clients' needs. The process is applicable in enhancing value maximisation, reducing risks, and goods and services supply management.
- The applied data inform this assessment findings obtained using techniques such as Kraljic Matrix, Market Structure, PORTER’s 5, and SWOT analysis.
- Further, existing data focusing on insights of market competition and TCO is successfully analysed.
- Eventually, a successful category plan implementation has been developed, identifying challenges and approaches for mitigating the difficulties identified.