Explain the difference between redundancy and dismissal. A-level business, paper 1 2014.
Redundancy and dismissal are both employment termination methods, but they differ in their circumstances and reasons.
Redundancy occurs when an employer no longer requires an employee to perform a particular job because of changes in the business, such as a change in technology, a reorganization, or a reduction in demand. In redundancy, the job itself becomes redundant, and the employee is let go because their position is no longer needed. Redundancy is a form of termination that is not caused by any fault or conduct of the employee.
Dismissal, on the other hand, occurs when an employee is terminated from their job due to misconduct or unsatisfactory performance. Dismissal can occur for a variety of reasons, such as breaking company rules, violating the terms of their employment contract, or failing to meet performance standards. Unlike redundancy, dismissal is a form of termination that is caused by the employee’s fault or conduct.
In summary, redundancy is a form of termination due to changes in the business, while dismissal is a form of termination due to employee misconduct or poor performance.
Redundancy is a form of employment termination that occurs when an employer no longer requires an employee to perform a particular job due to changes in the business, such as a change in technology or a reduction in demand.
Dismissal is a form of employment termination that occurs when an employee is terminated from their job due to misconduct or unsatisfactory performance, such as breaking company rules or failing to meet performance standards.
Redundancy is a form of termination caused by changes in the business, while dismissal is a form of termination caused by employee misconduct or poor performance.
No, redundancy is not the same as being fired. Redundancy occurs when the job itself becomes redundant, while being fired usually occurs due to employee misconduct or poor performance.
When making an employee redundant, an employer has legal obligations to consult with the employee, consider suitable alternative employment opportunities, and provide redundancy pay in accordance with employment law.
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