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F. FAQs

Retirement and Pensions are topics which Adare Human Resource Management is constantly receiving queries about. We have detailed a number of relevant the Frequently Asked Questions (FAQ’s) below;

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What makes a redundancy genuine?

A genuine redundancy is taken to exist where one of the following arise:

  • The Employer ceases to carry on the business for which the Employee was employed, or ceases to carry on the business at the same place where the Employee was employed.
  • The work for which the Employee was employed has ceased or the requirement to perform that work has reduced.
  • The Employer has decided to carry on the business with fewer or no Employees. Work may be reallocated to other Employees.
  • The work which the Employee performed is to be performed in a different way and the Employee is no longer qualified to undertake the work.
  • The Employee’s work is to be undertaken by another person who is sufficiently qualified and capable to undertake other work for which the Employee is not sufficiently qualified or trained. 
What is voluntary redundancy?
A Voluntary redundancy situation arises when an Employer is considering redundancies and seeks to get volunteers for redundancy prior to making any compulsory redundancies. In such situations, the redundancy must still be genuine.
What is a collective redundancy?

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 percent 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. 

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