Bpp learning Media is an acca approved Content Provider

dismissal without notice
. 
There are certain legal minima for compensation offered, based on age and length of service. 
BPP Tutor Toolkit Copy

---

CHAPTER 2
//
THE BUSINESS ENVIRONMENT 
 
29 
3.7.1 Procedure for handling redundancies 
From a purely humane point of view, it is obviously desirable to consult
 
with employees or their 
representatives. Notice of impending redundancies is a legal duty for redundancies over a certain 
number.
The impact of a redundancy programme can be reduced in several ways
. 

Retirement of staff over the normal retirement age 

Early retirement of staff approaching normal retirement age 

Restrictions on recruitment to reduce the workforce over time by natural wastage 

Dismissal of part-time or short-term contract staff 

Offering retraining and/or redeployment within the organisation 

Seeking voluntary redundancies 
Where management have to choose
 
between individuals doing the same work, they may dismiss the 
less competent or require people to re-apply for the job. The LIFO principle may be applied, so that 
newcomers are dismissed before long-serving employees. 
Many large organisations provide benefits in excess of the statutory minimum with regard to consultation 
periods, terms, notice periods, counselling and aid with job search, training in job-search skills, and so 
on. 
Many firms provide advice and 
outplacement 
counselling to help redundant employees find work 
elsewhere. 
3.8 Equal opportunities 
Some groups are discriminated against with little or no justification. This applies particularly in 
employment matters. There are laws and regulations to help prevent this and to redress the balance.