A mobility clause in an employment contract is a provision that requires the relevant employee to relocate if required to do so by their employer. This may be due, for example, to the closure of an office or workplace or a change in the work carried out at a particular location. The relocation can be either temporary or permanent.

Voluntary redundancy can offer a number of benefits to employers, including reducing costs, restructuring the workforce and improving morale. In some cases it can also help to avoid compulsory redundancies.

When an employer is looking to make redundancies, a settlement agreement can be a helpful tool. By agreeing to terms with an employee ahead of time, it can save the time and expense of a lengthy redundancy process.

Generally, if someone is not performing, you should follow a ‘capability’ or ‘performance improvement’ process. This is because the reason for their potential dismissal will be their performance not because their role is redundant.

The redundancy process can be complicated, but this article outlines the main steps involved.

Redundancies are a stressful process to go through, for everyone involved. There is generally an accepted process you should follow, although the requirements change depending on whether there are more or less than 20 people being made redundant (in a 90-day period).

Worried about redundancy? Learn your rights, what employers must do, and how to protect yourself during the redundancy process. Expert legal guidance.

Planning redundancies? Learn how to follow a fair process and avoid unfair dismissal or discrimination claims with expert legal guidance.

Need to make staff redundant in a small business? Get clear legal advice on redundancy rights, risks, and fair process from Springhouse Solicitors.