What is the difference between “redundancy” and “notice”?
An employment relationship is a form of contract. In the absence of agreement to the contrary, and to relevant legislation such as the Workplace Relations Act 1996 (C’th) or awards, an employment relationship can be ended by either party by reasonable notice. What is reasonable notice will depend on a variety of factors including length of service, the nature of the employment and whether the person is paid weekly, fortnightly or monthly. The relevant amount may range from an equivalent of one week’s pay to (in one recorded case) two years. In general, a dismissal of employees without reason will be “harsh, unjust or unreasonable” for the purposes of the Workplace Relations Act 1996 (C’th). If a person’s job has ended and they will not be replaced then their position may have become “redundant” and this is a recognised lawful reason for dismissal. Many awards and a number of businesses provide for an additional payment to be made in the event of a redundancy. These payments are sometim
