Search:

Categories:

  • Articles
  • Christchurch Earthquake
  • Commercial & Property
  • Employment
  • Family
  • Property
  • Tax
  • Trusts
  • Video Blog
  • Wills & Estates
  • Recent articles:

    Tags:

    2009 act advice building business buying changes charities Christchurch claims commercial lease company construction contracts court de facto donations Earthquake employment EQC estate family GST home Insurance LAQC law lawyer lawyers lease new zealand problem property redundancy relationship property ridgecrest rights tax tenants terms and conditions trademark trial period trustee trusts wills

    Making an employee redundant or restructuring? A summary of some of the key employment law considerations. 09 Dec 2011

    When an employer is considering making an employee(s) redundant or restructuring job positions, it is important that an employer shows good faith to its employees. The employer needs to ensure that the redundancy is genuine and must follow the correct process when carrying out either the redundancy or restructuring.


    Reasons For Redundancies Must Be Genuine


    Redundancies are a matter of managerial prerogative. The Court cannot question the commercial wisdom of a decision to create redundancies.  Rather, the issue is whether the redundancy is genuinely the reason for terminating the employment.

    A redundancy is genuine if it is made for genuine commercial reasons.  Factors that may suggest that a redundancy is not genuine include;

    It is important that an employer keeps a clear paper trail of the background to the decision to restructure the business or make employees redundant.  These could be board or management meeting notes, letters to employees, financial records or any other documentation that may show that the redundancy was genuine.

     

    Redundancy Process Must Be Procedurally Fair


    Not only does the redundancy have to be genuine, but it must be carried out in a procedurally fair way. Under the Employment Relations Act 2000, it is part of an employer’s good faith obligation that when they are proposing to make a decision that will or is likely to have an adverse effect on the continuation of employment for 1 or more employees, the employer must provide the affected employees access to information relevant to the continuation of the employee’s employment and an opportunity to comment on the information before the decision is made.  Consultation with employees prior to the decision being made is an important part of this process.

    The requirements of procedural fairness will depend on the size and nature of the business, but will usually require the following aspects;

    Redundancies Where Business Sold


    If a business is being sold or transferred, generally the provisions of an employee's employment agreement must be followed. However, if the business has employees who work in the cleaning and food catering services at any workplace; laundry services for the education, health or age related sector; orderly services for the health or age-related sector; or caretaking services for the education sector, there are special rules that apply to them.  They have a right, inter alia, to choose whether to transfer on the sale of the business to the new employer.

    This article is not a substitute for legal advice and you should talk to a lawyer about your specific situation. Should you need any assistance with this, or with any other Employment matters, please contact Lois Flanagan at Parry Field Lawyers (348-8480).