An employee working for a small business was made redundant and raised a personal grievance over the process followed and the genuineness of the redundancy. The Employment Relations Authority held that the employer had genuine reasons for the redundancy as the business was in financial strife. The employee alleged a failure to consult but the ERA held that consultation had taken place. The employee had failed to read the letters he was given.

The ERA found that the process leading to the employee’s redundancy was what a fair and reasonable employer could have done in the circumstances. The employee had attended meetings and received multiple letters regarding the decision, and the basis for it. The ERA held that the employee had been consulted about his redundancy, and noted that the employee could not turn a blind eye to his employer’s efforts to seek his views by choosing not to read his letters.

The ERA dismissed the employee’s personal grievance.