Termination of an employee's employment motivated solely by dissatisfaction with performance does not constitute an 'event of redundancy' even where the employee's duties are subsequently reallocated to other employees. The subsequent reallocation of responsibilities is a consequence of the termination and cannot retrospectively characterise the termination as a redundancy. The structure of a redundancy provision in an employment contract — specifying notice plus additional payments — may indicate that the notice period applies generally to all terminations, not only redundancy.
The full text is available to signed-in members, including the 7 later cases that cite this judgment.
1 of the 7 citing cases carry a classified treatment. How each court treated it is available to signed-in members.