To implement redundancies, employers have to follow a sequence of actions, all laid out in legislation and the Employment Rights Act 2011. Specific conditions have to exist and your employer can only seek to make you redundant when they have stopped (or plans to stop) doing what you were hired to do, have no need for your skills because it’s “ceased or diminished” or is “expected to cease or diminish”, have no option but to move its operations to a location beyond reasonable commuting distance or have ceased trade.
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