In Valimulla v Al-Khair Foundation, the Employment Appeal Tribunal (EAT) held that a redundancy dismissal was unfair because consultation took place after the decision had already been made to have a redundancy pool of one.
Employment lawyer Luke Bowery guides you through some common tricky issues in redundancy selection exercises, including those involving furloughed employees, competitive interview processes and disability discrimination.
In Barlow v Horwich Farrelly Solicitors, an employment tribunal held that the employee had not been unfairly dismissed for redundancy when she was placed in a pool of one and the employer rejected bumping for genuine and sound reasons.
Joe Beeston, Kate Edminson, Rosie Kight and David Rintoul are associate solicitors and Iain Naylor is a trainee solicitor at Addleshaw Goddard LLP. They round up the latest rulings. They round up the latest rulings.
The Employment Appeal Tribunal has held that, where the employer put an employee into a redundancy "pool of one" and did not consider the possibility of putting a wider pool of employees at risk of redundancy, the employment tribunal did not properly consider whether or not restricting the pool to one fell within the "range of reasonable responses".
Practical guidance on deciding which employees to include in a redundancy pool as part of a redundancy selection process, including when to consider "bumping".