Subject Matter Index

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Circumstances under which redundancy arises under the Labour Act, 2003 (Act 651)

Circumstances where an employer can declare an employee redundant

Commonly known reasons for redundancy

Duties of an employer in the event of redundancy

Effect of a redundancy exercise conducted contrary to law

Meaning and effect of redundancy

Position of the law on redundancy

Situations of redundancy envisaged by section 65 of Act 651

Steps to be taken by an employer when it contemplates declaring a redundancy

The document that determines the procedure to be followed in declaring workers redundant

The entitlements of an employee declared redundant

What a plaintiff challenging a redundancy exercise must prove

What redundancy connotes

Whether a redundancy exercise must be described in the exact words

Whether an employee has a right not to be declared redundant

Whether an employee has been declared redundant where none of the conditions in Act 651 were met although the letter terminating the appointment is headed "Redundancy"

Whether an employee is entitled to be paid damages as a result of redundancy

Whether an employee must be found a job after re-organisation

Whether an employee who has been declared redundant can still have a working relationship with the company

Whether an employer wishing to terminate the contract of employment due to a redundancy needs to inform the employee before the redundancy exercise

Whether the employer must give notice of proposed redundancy to the employee

Whether the law recognises a voluntary redundancy exercise

Whether the severance pay should be negotiated between employer and employee where the termination arises from declaration of redundancy under NLCD 157

Whether the termination of an employment due to redundancy is unlawful

Whether there is no need to resort to the Labour Act where the collective agreement has a provision on redundancy payment

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