Transparency and Employee’s Input Essential In A Redundancy Process

Facts: This case of Grainne O’Hara v Zeus Packaging Limited was an appeal from the recommendation of the Adjudicator that the Complainant should be awarded €10,000 to compensate for her financial loss upon being unfairly dismissed due to an unfair selection process.

The Complainant had been a Business Development Executive and Sales Manager with the Respondent since May 2017. When the Covid-19 Pandemic arrived in Ireland in March 2020, the Respondent was placed on temporary lay-off along with a number of other workers in the Respondent.  On 1st May 2020 she was informed that her lay off would be extended, and on 18^th May she was told that there would be changes to her role.   The Respondent then asked her to return her company car on 27^th May 2020. The Complainant was informed via phone and letter on 26^th June 2020 that her role was at risk of being made redundant. She was informed on 10^th July 2020 that she was being made redundant.   During this conversation on 10^th July, the Complainant requested information on how she was selected for redundancy.  The Respondent confirmed that a matrix was used but did not engage fully with the Complainant when she queried the details of same. The Complainant was eventually given the headings of the matrix but never received her weightings or scores in respect of same.

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