Essays on How to Deal with Employment Redundancy Research Proposal

Download full paperFile format: .doc, available for editing

The paper “ How to Deal with Employment Redundancy” is an outstanding variant of the research proposal on human resources. Redundancy is a term used to refer to a situation where an employer dismisses their employee(s) in an organization due to a lack of need for the post held by the employee(s). The employer is charged with the responsibility of ensuring that the dismissal is purely fair and work-related. The redundancy has got to do with the post held by the employee, not issues relating to the personal attributes of the employee, as the delivery of the employee of an employee is a performance concern not a legal provision for dismissal. Objectives and RationaleObjectivesThe objectives of this research are basically three.

The paper will highlight the reasons for redundancy, the basic details that the employer needs to have in his redundancy checklist as well as the practicality of redundancyThis research project looks at the reasons and arguments behind the redundancy of employees and the necessity of the process will be evaluated from an employer’ s point of view. The paper seeks to find the basic details of the checklist of redundancy, since it is significant that the employer does ensure that before an employee redundant, given actions are duly completed to avoid inconveniences due to feelings of unfair dismissal by the employee, which could lead to the employer facing charges.

There is also a need to investigate whether the dismissal realizes its intended goals, by looking at its viability since redundancy needs to be practical. Most firms opt to make their employees redundant as a strategy of cutting down costs. Since redundancies are on the rise, the employer needs to be well versed with the practicality of the redundancy, as it might be costly to execute in comparison to letting the employee stay. RationaleThere are legal provisions for the employer to share with his employee situations that may prompt their redundancy and give free room for the employee to give their views and even be involved in the decision making process.

Though, other changes in the organization might present situations where just a single employee has to be dismissed, yet there are many employees holding the same position in the firm.


BOURN, C. (1984). Recent developments in employment protection. New Law Journal. 134,


BRETTEN, G. R. (1969). Termination of Employment and the British Redundancy Payments

Scheme*. American Business Law Journal. 7, 139-151.

CABRELLI, D. A. (2009). Employment law. Harlow, Essex, England, Pearson/Longman.

DAVID LEECE. (1990). Redundancy, Unemployment, and Self-employment. International

Journal of Manpower. 11.

GORDON, M., & GORDON, B. (1986). Redundancy, employment and occupational status

ex-steel industry employees, Newcastle, New South Wales. [Newcastle], N.S.W.,

Australia, Dept. of Economics and Institute of Industrial Economics, University

of Newcastle.

GREAT BRITAIN. (2007). Employment Committee the management of redundancies minutes of

evidence Wednesday 3 February 1993. Cambridge [Eng.], Proquest LLC.

HAMPSON, E. (1980). Education and Redundancy. B. C. Journal of Special Education. 3,


HOLLAND, J., & BURNETT, S. (2002). Employment law. Oxford, Oxford University Press.

HOR, J., & KEATS, L. (2009). Managing termination of employment a Fair Work Act guide.

Sydney, CCH Australia.[3].

HYAMS, O. (2006). Employment aspects of business reorganizations. Oxford, Oxford

University Press.

INCOMES DATA SERVICES. (2008). Redundancy: employment law handbook. London,

Incomes Data Services.

INCOMES DATA SERVICES. (n.d.). Employment law cases. vol 2, vol 2. London, Incomes

Data Services.

INDUSTRIAL SOCIETY. (1999). Managing redundancy. London, Industrial Society.

IU. KRUUSVALL. (1994). Employment and Organization. Journal of Russian and East

European Psychology. 32, 6-37.

KIELY, P. (2008). Termination of employment a best practice guide. Auckland, N.Z., CCH New


LOCKTON, D. (2009). Q&A Employment Law 2009-2010. Hoboken, Taylor &


MACKAY, D. I. (1981). Redundancy and displacement. [London], Dept. of Employment.

MARTIN, D. (2011). A-Z Employment Practice. London, Thorogood Publishing.

MCMULLEN, J. (2010). Employment Consulting on redundancy & TUPE transfers. The New

Law Journal. 160, 123-125.

PAINTER, R. W., & HOLMES, A. E. M. (2004). Cases and materials on employment law.

Oxford, Oxford University Press.

PAINTER, R. W., PUTTICK, K., & HOLMES, A. E. M. (2004). Employment rights. London,

Pluto Press.

PALCA, J., & TAYLOR, C. (2004). Employment law checklists. Oxford, Oxford University


PALCA, J., & TAYLOR, C. (2009). Employment Law Checklists 2009. Oxford, OUP Oxford.

PEETZ, D. (2005). Retrenchment and Labour Market Disadvantage: Role of Age, Job Tenure

and Casual Employment. Journal of Industrial Relations. 47, 294-309.

UPEX, R. V., & CATTERALL, D. M. (1986). Termination of employment. London, Sweet &


UPEX, R. V., & CATTERALL, D. M. (1986). Termination of employment. London, Sweet &


WALKER, P. (1995). EMPLOYMENT - Peter Walker warns of the traps employers can fall into

if redundancy is handled insensitively. The Solicitors' Journal. 139, 851

WALKER, T. (2013). Employment Is it becoming easier to use business needs & employees'

performance for a focused redundancy exercise? The New Law Journal. 163, 10-12.

WHITE, P. J. (1983). The management of redundancy. Industrial Relations Journal. 14, 32-40.

Download full paperFile format: .doc, available for editing
Contact Us