In which case is redundancy not treated as dismissal?

In the context of redundancy, it's important to understand the distinction between redundancy situations and dismissals. Redundancy occurs when an employer needs to reduce the workforce, which can arise from various circumstances such as the closure of a company or a specific section, changes in technology, or shifts in market conditions.

In the case of dismissal without any good reason, this is generally categorized as an unfair dismissal rather than redundancy. It implies that the employee is let go without justifiable cause. Thus, this situation does not align with the concept of redundancy, which is defined specifically by the necessity for the employer to make layoffs due to operational changes rather than personal reasons associated with the individual employee's performance or behavior.

Therefore, redundancy is not treated as dismissal when an employee is simply terminated without valid reasoning, as redundancy involves a deliberate decision to eliminate positions based on business needs. This distinction is critical in employment law, as redundancy has its own set of legal frameworks and protections for employees that do not apply in cases of unlawful dismissal.