Redundancy
A dismissal is by reason of redundancy if it is attributable wholly or mainly to the fact that
- the University has ceased, or intends to cease, to carry on the activity for the purpose of which the person concerned was appointed or employed by the University, or has ceased, or intends to cease, to carry on that activity in the place in which the employee concerned worked
or where
- the requirements of the University for employees to carry out work of a particular kind, or to carry out work of a particular kind in that place, have ceased or diminished or are expected to cease or diminish.
A redundancy occurs through no fault of the employee concerned:
- Redundancy dismissal should not be regarded as a way of resolving a situation in which an employee’s conduct or performance is considered unsatisfactory.
- A department should not fill a post that has been vacated as the result of action taken under redundancy procedures (including where an employee departs voluntarily).
It is the University’s intention, wherever possible, to avoid compulsory redundancy and to mitigate so far as is possible the effects on employees of reductions in, or cessations of, activity.
It is also the University’s intention to apply clear and fair redundancy procedures for considering the premature termination of contracts. These are governed by complex and evolving law and by local policies and procedures agreed with the unions. It is therefore essential that they are followed closely and that the advice of Personnel Services is sought at an early stage of any development which might give rise to a risk of redundancy.
The stages are given in the order in which they should be initiated, but there will be considerable overlap once the process has started. For example, it is necessary, and sensible, to remain in continuous contact with Personnel Services, the unions and staff concerned throughout. Warning and consulting staff and unions about the risk of redundancy ought to be done at about the same time.
Redundancy procedures
There are two redundancy procedures. The choice of which to use depends on the type of contract being terminated and the cause of the termination.
1) Procedure for considering the termination of contracts on grounds of redundancy
This procedure applies to all academic, academic-related and support staff on
- Permanent contracts
- Self-financing contracts
- Open-ended externally-funded contracts (for academic-related staff only)
- Fixed-term contracts (premature termination only)
2) Procedure for normal termination of a fixed-term contract
This procedure applies to the termination of a fixed-term contract at the expected date. This is also considered to be redundancy dismissal, but is subject to separate arrangements.