9609 · 2.1.4
Redundancy and dismissal flashcards
Revision flashcards for Cambridge 9609 Redundancy and dismissal (syllabus 2.1.4). Flip, recall, then mark a real past-paper question.
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Redundancy definition?
Job ceases to exist or employer needs fewer workers — not due to individual fault.
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Dismissal definition?
Employer ends employment — may be fair (misconduct) or unfair (no proper process).
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Consultation?
Discuss plans with affected staff/unions before final decision — legal requirement.
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Redundancy pay?
Statutory/contractual payment based on service — softens financial impact.
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Survivor syndrome?
Remaining staff feel guilt, fear, lower morale and productivity.
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Alternatives to redundancy?
Redeployment, reduced hours, natural wastage, early retirement.
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Link to 2.1.2?
Workforce planning surplus may lead to redundancy programme.
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Legal risk?
Unfair dismissal claims damage finances and reputation (6.1.1).
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What is the core difference between redundancy and dismissal?
Redundancy is when a job role is no longer required by the business, focusing on the JOB. Dismissal is when an employee's contract is terminated due to their conduct or capability, focusing on the PERSON.
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Define 'constructive dismissal'.
A situation where an employee resigns because the employer's actions have made their position untenable, constituting a serious breach of the employment contract. It is treated in law as a form of unfair dismissal.
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What is meant by 'fair selection criteria' in a redundancy process?
Objective and non-discriminatory standards used to decide which employees in a group will be made redundant. Examples include skills, qualifications, performance records, and attendance. The criteria must be applied consistently.
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What are the five potentially fair reasons for dismissal in UK law?
1. Capability or qualifications. 2. Conduct (behaviour). 3. Statutory illegality (e.g., a driver losing their licence). 4. Redundancy. 5. Some Other Substantial Reason (SOSR).
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What is 'survivor syndrome' in the context of redundancy?
A negative psychological reaction experienced by employees who remain in their jobs after a redundancy programme. It is characterised by feelings of guilt, anxiety, job insecurity, and stress, often leading to lower morale and productivity.