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Section 139 of the Employment Rights Act 1996 defines the two situations in which a redundancy may occur: (a) the fact that his employer has ceased or intends to cease— (i) to carry on the business for the purposes of which the employee was employed by him, or (ii) to carry on that business in the place where the employee was so employed, or
Borrowing someone's password to access what the employee is entitled to is not enough. Refusal to carry out lawful and reasonable instructions can be enough, unless it effectively changes the employee's job description so much that he can claim the instruction was unreasonable or even amounted to constructive dismissal.
The Redundancy Payments Act 1965 (c. 62) was an act of the Parliament of the United Kingdom that introduced into UK labour law the principle that after a qualifying period of work, people would have a right to a severance payment in the event of their jobs becoming economically unnecessary to the employer. The functions of the redundancy ...
A less severe form of involuntary termination is often referred to as a layoff (also redundancy or being made redundant in British English). A layoff is usually not strictly related to personal performance but instead due to economic cycles or the company's need to restructure itself, the firm itself going out of business, or a change in the function of the employer (for example, a certain ...
One of the people who could benefit is Harleen, who was made redundant after she had her second child and has been unable to return to work because she cannot find a fully remote role that fits ...
The most important point about the Act is that there is some confusion about whom it covers. Most British people will be covered, but often vulnerable workers are not. Under section 230 of the Act the word "employee" is defined to mean somebody with a "contract of employment". This in turn means someone who has a "contract of service".
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