- Original Poster
- #1
Looking for advice on a situation from someone who knows!
A company I work with have recently had to make a post redundant due to no longer being able to cover the cost of the wage on that role. It was an unpopular decision, but it had to be done for the future of the business. At the time, it was hoped the tasks involved in that roll could be taken up by other employees during their normal working hours. It has now become apparent however that this is not working. The company cannot afford to re-hire to fill that roll on full time hours, but they are thinking of increasing the working hours of an existing part time employee to cover the tasks done in the past by the member of staff made redundant. It has only been 2 months since the redundancy. If the company was to increase the hours of a staff member for this, would the company risk falling foul of employment law in terms of the redundancy?
A company I work with have recently had to make a post redundant due to no longer being able to cover the cost of the wage on that role. It was an unpopular decision, but it had to be done for the future of the business. At the time, it was hoped the tasks involved in that roll could be taken up by other employees during their normal working hours. It has now become apparent however that this is not working. The company cannot afford to re-hire to fill that roll on full time hours, but they are thinking of increasing the working hours of an existing part time employee to cover the tasks done in the past by the member of staff made redundant. It has only been 2 months since the redundancy. If the company was to increase the hours of a staff member for this, would the company risk falling foul of employment law in terms of the redundancy?
