Broadly speaking, a dismissal will be by reason of redundancy where it is wholly or mainly attributable to the fact that the University has ceased, or intends to cease, to carry out a particular activity, or to carry it on in a particular place, or where the University’s requirement for employees to carry out work of a particular kind, or to carry it out in a particular place, have ceased or diminished or are expected to cease or diminish. Redundancy dismissal should not be regarded as a way of resolving a situation in which an employee’s conduct or performance is considered unsatisfactory.
There are two redundancy procedures. The choice of which to use depends on the type of contract being terminated and the cause of the termination.
1) Procedure for considering the termination of contracts on grounds of redundancy
This procedure applies to all academic, academic-related and support staff on
- Permanent contracts
- Self-financing contracts
- Open-ended externally-funded contracts (for academic-related staff only)
- Fixed-term contracts (premature termination only)
2) Procedure for normal termination of a fixed-term contract
This procedure applies to the termination of a fixed-term contract at the expected date. This is also normally considered to be redundancy dismissal, but is subject to separate arrangements.