Redundancy: Factual test for determining place of employment approved

The question of where an employee was employed for the purposes of the statutory definition of redundancy is to be answered primarily by a consideration of the factual circumstances which obtained until the dismissal, holds the Court of Appeal in High Table Ltd v Horst and others [1997] IRLR 513. If the employee has worked in only one location under the contract of employment, it defies common sense to widen the extent of the place where he or she was employed merely because of the existence of a mobility clause.