The issue here is that if you have been continuously employed at your place of work for less than 2 years then your employment rights will unfortunately be somewhat limited. Most importantly, you will not be protected against unfair dismissal. This means that your employer can dismiss you for more or less any reason, and without following a fair procedure, as long as their decision is not based on discriminatory grounds (i.e. because of gender, race, religion, age, a disability, sexual orientation, etc.) or because you were trying to assert any of your statutory rights (e.g. requesting maternity/paternity leave, etc.). In the event that the reason for dismissal fell within these categories, then the dismissal will either be automatically unfair, or there will be a potential discrimination claim.
If the dismissal had nothing to do with any of the above exceptions then you would not be able to challenge it and your only protection would be if you were not paid your contractual notice period, because unless you were dismissed for gross misconduct, you would be entitled to receive your contractual notice period.
So if I was advising the employer and they wanted to dismiss you, I would make sure they issue you with notice of termination before 4 July to ensure the month’s notice ends your employment before you have the right to challenge the dismissal.
Even if you had the correct service, a redundancy is a situation where the employer requires a reduction in employees, so as an agency worker is not an employee they can remove the employee doing a job and replace them with a temp or a contractor – none of that would be illegal.
So to answer your questions, you do not have to give them information about your job, no one can force you to do this but they could just make a decision based on the details they already have. If you do manage to stick this out beyond 4 August then they will have to pay you redundancy pay but if they were properly advised or knew the law, they should be looking to terminate you before that date.
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