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If an employee has regularly worked additional hours, should this be considered when calculating redundancy entitlements?

In a recent case involving online trading platform Bartercard, the Fair Work Commission (FWC) approved the request to reduce the redundancy payouts of five former Business Development Managers who refused reasonable alternative employment.

The Fair Work Commission approved a 70% reduction in redundancy pay for two recycling company employees after determining that their new roles, despite being in a less pleasant environment, were still comparable to their previous positions.

When a restructure made a financial analyst’s role redundant, he claimed his dismissal was not a genuine redundancy.

When roles are on the line, fair and transparent redundancy selection is critical.

An employer claimed it couldn’t afford redundancy pay, but could afford staff parties and new hires.

Effectively managing redundancies is critical. By carefully planning, executing, and evaluating the process, employers can minimise the impact on all parties involved.

A tribunal has rejected an employer's bid to avoid paying redundancy pay after finding it didn't offer a worker 'other acceptable employment'.

A small business that found a worker alternative employment was entitled to reduce his redundancy pay, a tribunal has ruled.