WA Redundancy with Extended Notice Periods?

Discussion in 'Employment Law Forum' started by Robbie9, 20 July 2018.

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  1. Robbie9

    Robbie9 Member

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    Hi,

    I have been notified that my position will be made redundant in early 2019 (8-9 months notice). I am currently in HR completing transactional tasks and will be asked to transfer to working on projects to implement systems that will in essence complete those transactional tasks. In effect, I don't have an interest in projects generally but have been told that if I leave or do not accept these new tasks then I am no longer entitled to a redundancy payment.

    I have tried to do some research but it all seems to focus on employers trying to not pay minimum notice entitlements instead of companies trying to create situations where people are effectively encouraged to leave forfeiting their redundancy.

    Thanks
     
  2. Rod

    Rod Well-Known Member
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    No simple answer. A lawyer will need to read your employment contract and compare that to current duties and proposed duties.

    I'm not confident redundancy can be brought forward as you seem to be hinting at, and not sure that a constructive dismissal is better than a delayed redundancy.

    You need to sit down with a lawyer and do the sums.
     
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