WRC Reiterates the Requirement for Redundancy to be Impersonal and the Importance of Following a Redundancy Consultation Process and Considering Alternatives

Facts: The Complainant, Gerard Buston, commenced employment with the Respondent, Duggan Systems Limited, as a factory operative on 30^th May 2018 and subsequently worked as a line leader from 18^th November 2019. In 2020 he was placed on temporary lay-off from 30^th March to 10^th April. Later that month an altercation took place between the Complainant and his manager. There was a conflict of evidence as to which party was the aggressor. The Complainant was not called for work the following week and he subsequently received a letter from the Managing Director terminating his employment by reason of redundancy. There was redundancy consultation process and no alternatives to redundancy were considered or discussed with the Complainant.

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