This case revolved around Art.216 of the Employment Rights (NI) Order (“ERO”) which imposes a duty upon an employer, in some situations, to collectively consult with representatives of all or part of its workforce.
Pursuant to Art.221 of ERO the administrator of the respondent notified the Department for Employment and Learning of any potential redundancies. Since November 2012, there had been a single, continuous, although evolving, programme of redundancies in respect of the respondent.
The tribunal sequentially dealt with the following issues in the case. It was clear that the claimants all had ‘standing’ under the legislation since, inter alia, the respondent made no attempt at collective consultation. Added to this, the employer failed to consult with any relevant
Continue reading
We help hundreds of people like you understand how the latest changes in employment law impact your business.
Please log in to view the full article.
What you'll get:
- Help understand the ramifications of each important case from NI, GB and Europe
- Ensure your organisation's policies and procedures are fully compliant with NI law
- 24/7 access to all the content in the Legal Island Vault for research case law and HR issues
- Receive free preliminary advice on workplace issues from the employment team
Already a subscriber? Log in now or start a free trial