Employment Rights Act 1996: Primary legislation establishing redundancy framework, defining fair dismissal reasons, statutory notice periods, and redundancy pay requirements
Equality Act 2010: Ensures non-discrimination in selection process, protects against unfair treatment based on protected characteristics, and mandates equal treatment during redundancy
Trade Union and Labour Relations (Consolidation) Act 1992: Governs collective consultation requirements for 20+ redundancies, notification to Secretary of State, and trade union consultation rights
Transfer of Undertakings (Protection of Employment) Regulations 2006: Protects employees' rights during business transfers, including protection of employment terms and conditions (TUPE)
Employment Act 2002: Sets out statutory dismissal and disciplinary procedures, and requirements for written statements
Statutory Notice Periods: Legal minimum notice periods that must be given based on length of service
Redundancy Pay Calculations: Statutory formula for calculating mandatory redundancy payments based on age, length of service, and weekly pay
Consultation Requirements: Legal obligations for consulting with employees about redundancy, including timelines and process
Alternative Employment: Obligation to consider and offer suitable alternative employment within the organization if available
Right of Appeal: Employee's right to appeal against redundancy decision and the process for handling appeals
