17th December 2008, 07:50 PM
There are of course a number of alternatives that employers can examine before compulsory redundancy kicks in.
These include: job-sharing, unpaid leave, bringing forward annual leave, reduced hour working, early retirement, voluntary redundancy, redeployment, retraining, contracting out of services to other employers, sabbatical breaks for research.....
These include: job-sharing, unpaid leave, bringing forward annual leave, reduced hour working, early retirement, voluntary redundancy, redeployment, retraining, contracting out of services to other employers, sabbatical breaks for research.....