Being made redundant can be a very difficult and unsettling process for your team member and so its important you understand your obligations as an employer. Our team can review your situation, provide you with a summary of your options and some practical advice to make the best of a difficult process.
Or call +64-9-486-2169
Navigate employment decisions with confidence
Redundancy is an emotive subject for many but is quite simply another method of termination of an employee’s employment. Therefore, there are processes that must be strictly adhered to as required by section 4 of the Employment Relations Act and the good faith requirements.
As an employer, you have good faith obligations in line with section 4(1A)(c) of the Employment Relations Act.
This outlines that as an employer considering redundancy action, you need to ensure your employee has received a copy of all information that you’re relying on in making the decision. All information relied on by the employer must be verifiable and factual.
Your employee must be given a genuine opportunity to comment on the possibility of redundancy, and any feedback that the employee may give regarding how the redundancy may be avoided should be carefully considered. Finally, a decision can be made.
Redundancies can be challenging for both sides, but with the right guidance you can navigate this process knowing you’re taking the right steps. We are pleased to provide our clients with a step-by-step guide to redundancy processes, along with draft letters that can be adapted to suit their individual situations; reach out to our Employment Law team below to find out more.
Or call +64-9-486-2169
