Employment
Employment Act 2001 with statutory notice and redundancy pay
The Employment Act 2001 is the principal statute, setting minimum notice, redundancy entitlements, holiday and sick pay, and protection against dismissal on discriminatory grounds. Redundancy pay is calculated on a weekly basis per year of service, subject to a statutory cap that differs for line staff and managers. Disputes are conciliated by the Department of Labour and may be referred to the Industrial Tribunal.
Key rules
- Jurisdiction — National; Industrial Tribunal, with appeal to the Court of Appeal
- Deadline — Complaint to the Department of Labour: within six months of the act complained of
- Deadline — Notice: from one week to one month depending on service and category
- Deadline — Redundancy: two weeks' pay per year for line staff, capped at 24 weeks
Governing law
- Employment Act 2001
- Industrial Relations Act
- Minimum Wages Act 2002
- Health and Safety at Work Act 2002
In practice
The statutory cap on redundancy pay is what surprises long-serving employees, because entitlement stops accruing once the cap is reached however long the service. The Industrial Tribunal can award compensation for unfair dismissal but reinstatement is rare, so the practical question is usually quantum rather than a return to work.