Employment Lawyers Can Answer Your Employment Law Questions
Hi thank you for your enquiry and patience. The best way is to start by having an informal discussion of your concerns with your immediate manager. Often they are able to clarify issues and look to resolve your concerns without escalating to a formal grievance. If you do not get anywhere with this then you will look to file s formal grievance.
Essentially you want to understand what is meant by unfair selection for redundancy. You have to establish that your dismissal is a redundancy first and as you have been given notice you should not struggle with this first hurdle. What you ask is whether the requirements of the business for employees to carry out work of a particular kind for which you were employed have diminished. You then ask whether the dismissal is “wholly or mainly” attributable to that redundancy situation - this is where your focus is when you suspect unfair selection.
It does not help that you have not been given much to work with, so it is not easy to guide you fully. However employers often use the following criteria, but this is not an exhaustive list:
adopted by employers include:
The selection criteria needs to be transparent and objective. Some examples of when a redundancy may not be genuine and where your selection may not be fair are below for you again this is just as a guide, you will be able to look at your specific situation and see where they may have gone wrong:
I hope this is helpful and I would be grateful for your rating at your convenience. All the best