When assessing whether a 'major portion' of an employee's work or position is no longer required under a redundancy policy, the correct approach is to compare the full attributes of the pre-reorganisation work and position with the proposed post-reorganisation work and position, not merely to ask whether the employee would continue to service the same clients. The concept of 'position' includes at least: the nature of the work, the title, the status and seniority, the reporting lines, and the level of autonomy. A broad contractual power to vary an employee's role does not preclude a finding of redundancy where a redundancy policy also forms part of the contract.
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