1. A Genuine Redundancy Still Requires Fair Procedures

Employers often focus heavily on the business rationale behind a redundancy.

However, even where redundancy is genuine, employers must still:

• Consult with employees;
• Explain the reasons for the decision;
• Follow a fair process;
• Consider alternatives where appropriate.

Failure to do so can render a dismissal unfair.

2. Employees Need Clarity About Why They Are Leaving

One of the strongest findings in this case was the employer’s failure to explain the reason for dismissal.

For senior employees in particular, unexplained departures can create:

• Reputational concerns;
• Difficulties during recruitment processes;
• Questions from prospective employers.

Clear communication reduces both legal and practical risks.

3. Appeal Procedures Matter

Even in redundancy situations, employers should carefully consider whether:

• A right of appeal;
• A review mechanism;
• Or a consultation process

should be made available.

The absence of procedural safeguards can significantly weaken an employer’s position.

4. Documentation Is Critical

Employers should ensure redundancy decisions are supported by:

✔ Financial evidence
✔ Organisational restructuring plans
✔ Consultation records
✔ Selection criteria (where applicable)
✔ Written communications

Good documentation remains one of the strongest defences in WRC proceedings.