Final meeting

Having considered the employee's comments you should advise the employee of your decision. Do not take too long in making the decision as it causes the employee concern, however it is important to ensure due consideration is given to the employee's concerns and representations.

At the meeting advise the employee you have considered his/her comments but you cannot accept or adopt them. Always give employees reasons why. Advise the employee that the company is going to make their position redundant.

Record in writing after the meeting that the employee's position is terminated on grounds of redundancy. State in the letter how often you have discussed the matter with them.

If an employee's position was to be made redundant and the position then advertised and filled by another employee, there would be an obligation on the part of the employer to prove that circumstances had justified the redundancy in the first place. The employer would then be required to prove that the change in circumstances justify placing a new employee in a position that had been made redundant. It is unlikely an employer would be able to satisfy a court in the event of a grievance being brought by an employee.

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