You should realize your legal rights and options regarding redundancy law. The entire process of being made redundant is an emotional and stressful time but comprehending the rights you have can notably relieve the specific situation. Your boss can only prompt you to redundant for genuine reasons that are commercial suggest your position is no longer needed.
There are numerous situations that can validate a redundancy or termination of one’s agreement; firstly your boss may decrease the number of workers for efficiency reasons or even to spend less, this consists of on or following appointment of a receiver to a business or since the task can be carried out by other means such as contracting out work. Another situation is in which the description of your job happens to be materially changed in which the obligations and duties of the place are no further exactly the same. The moving of a business or place of a company that is finished more than a reasonable distance from its initial location normally a legitimate basis for redundancy.
Redundancy legislation specifies that your particular employer cannot cause you to redundant for reasons which do not relate genuinely to commercial requirements. Redundancy can not be utilized to dismiss you for individual reasons or items that connect with you actually. Things such as for example performance and dependability are not grounds for redundancy and neither is age, there is no retirement that is obligatory unless your employment contract stipulates it. Your employer also cannot pressure you straight or indirectly to resign from your position or make your working situation unbearable for you. This might be recognised because forced resignation and you may be able to file a grievance that is personal if this happens.
Your work provider must communicate they are considering making significant changes to your employment situation or are intending to make you redundant with you if. They’re required to give workers information regarding any choices being contemplated and give them time to comment before any decision is finalised. Beneath the Employment Relations Act 2000, the teams involved in the employment relationship are obligated to execute in good faith. This suggests that the parties involved cannot deceive each other, either directly or indirectly. Good faith is more than simply shared trust: the 2 events have to be active and constructive in engagement.
Redundancy law in New Zealand doesn’t stipulate that redundancy payments have to be made. Employers don’t have any responsibilities to offer payment in the eventuality of your redundancy unless it really is specified into the employment agreement.