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AN ACT TO PROVIDE FOR THE MAKING BY EMPLOYERS OF PAYMENTS TO EMPLOYEES IN RESPECT OF REDUNDANCY, TO ESTABLISH A REDUNDANCY
The law says that it is fair for employers to dismiss an employee for one of the following reasons: Misconduct at work Lack of capability (or qualifications)
Under Armenian law, staff redundancy is considered as collective, if the company plans to lay off more than ten percent of the total number of employees within
Unite believes that compulsory redundancies should be the last resort, considered only when measures such as the following have been tried:
branches of the basic legal rules covering dismissals, redundancy and transfers to address the proposed changes to terms and conditions that lie behind
the laws of the Member States relating to collective redundancies has harmonised national Consultations here include the reasons behind the
The law provides employees with a number of rights in a redundancy situation and, in order to avoid expensive mistakes, it is essential that employers and
workforce Being aware of employer responsibilities around redundancies, including the relevant employment law in this area, can ensure that the
The law does not interfere with an employers freedom to make such business Having identified the reason(s) behind the redundancies that need to be made,
The law provides employees with a number of rights in a redundancy situation and, in order to the termination of their employment as an unfair dismissal
falling within the legal definition of redundancy The statutory An employment tribunal will not look behind the fact of the closure to enquire into the reason, or
redundancy dismissal is both fair and free from discrimination At the very least, the “at risk” letter should identify the business rational behind the need for In the event of a collective consultation, the law prescribes matters about which the
the laws of the Member States relating to collective redundancies has harmonised national legislations on Consultations here include the reasons behind the