If there are any specific topics you would like covered in this publication, please forward your suggestions to Thomas McDonagh of Adare Human Resources Management: email@example.com.
- Employment Case Law – each month we review a number of interesting employment law cases and consider their implications for organisations. This month we look at Bullying, Harassment and Sexual Harassment: Key Considerations. Read more >>>
- Workplace Relations Commission (WRC) Decisions – each month we look at and review the decisions from the WRC. This provides a valuable insight into the types of discrimination cases before the WRC and the decisions that are issued. Read more >>>
- What to Keep an Eye Out For – what is new, changing, potentially changing or what you may have missed. Read more >>>
A collective redundancy means the dismissal for redundancy reasons over any period of 30 consecutive days of at least:
- five persons in an establishment normally employing more than 20 and less than 50 Employees.
- ten persons in an establishment normally employing at least 50 but less than 100 Employees.
- ten per cent of the number of Employees in an establishment normally employing at least 100 but less than 300 Employees.
- thirty persons in an establishment normally employing 300 or more Employees.
The Act also provides that an Employer contemplating collective redundancies must, with a view to reaching an agreement, similarly consult the representatives of the Employees affected not later than 30 days before the first dismissal takes effect.