The paper "Managing Redundancy" is a great example of management coursework. Losing a job is one subject that people rarely think about when securing an employment opportunity. In another view, the employer does not really hope to lose employees, especially the good ones, for any reason when hiring them. However, an employee will not stay at a single company for the rest of the entity’ s life; they will always leave for one reason or the other. There are various forms in which an employee can lose their jobs, or ways in which an employer may seek to release an employee.
Such ways include retrenchment, sacking, temporary dismissal, demotion, and redundancy, with the latter being the subject of this discussion. Ideally, just like hiring, recruitment, and employment of personnel, have to follow some set of rules, laws, and regulations. These laws and regulations are designed to protect the rights of both the employer and the employee, and they vary from one country or region to another. Relatively, this discussion seeks to details redundancy in terms of its universal definition, reasons for redundancy, and the procedures involved.
To connect the details with a practical scenario, the discussion puts the UAE, Poland, and Australia into consideration as case studies for comparison. Redundancy When an employer opts to scale down the workforce by dismissing some of the employees, the exercise is known as redundancy. This means that when an employee is laid off, the positions they leave should not be filled by another, otherwise that would not be an exercise of redundancy. This necessitates the need for employees to know about their rights and grounds on which redundancy is valid.
In most cases, the main reason for redundancy is the irrelevance of a position after sometime when the services of such a position are not necessary for business. At the end of the day, the employer must have a genuine reason for terminating an employee’ s employment, at least from the perspective of moral justification. Also, redundancy is never about the employee personally, but solely about the employee’ s position – it is about the necessity of the given position.
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