Casualisation at work - a guide for trade union reps (August 2014)

Chapter 8

Redundancy

[ch 8: page 68]

The ending of a fixed-term contract can be a redundancy situation, triggering entitlement to a redundancy payment after two years and a duty for the employer to look for redeployment opportunities, but only if the contract is ended or not renewed because the employer needs fewer employees to carry out work of a particular kind, or in a particular place (section 139 Employment Rights Act 1996). For example, in Pfaffinger v City of Liverpool Community College [1996] IRLR 508, there was a redundancy situation since Mr Pfaffinger’s contract was not renewed because the employer needed fewer part-time lecturers.


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