PLEASE HELP!!! How to make a carer position "redundant"

BOGOFrugal

I have been looking for relevant advice online to this situation and haven't found any.

I would like some advice on redundancy that involves only ONE redundant position, and one individual employer - NOT a company.

A family member employs a carer on a direct basis (i.e. not through an agency) due to partial paralysis. He lives alone.

However, the carer position will soon become redundant because his mother is going to be able to care for him instead for free, and so there is no need to employ anybody for this.

Could somebody please point me in the correct direction for any process that he must follow to make his carer redundant?

All I seem to be able to find on a google search applies to industrial redundancies of more than 20 people.

Any pointing in the right direction is helpful! Any regulations, other legislation or guidelines...

THANK YOU

Anihilator

How long has the person been employed?

What does their contract say about redundancy and termination? What is their weekly wage?

Relevant notes below. Selection won't be an issue here as there is clearly no need for the job anymore and there isnt any selection to be done.

Individual redundancies

If your employer is making less than 20 employees redundant in one establishment they must follow certain procedures:

• your employer should select the employees fairly
• you should be warned and consulted about the redundancy
• your employer should take reasonable steps to redeploy affected employees
• you should get any redundancy pay you are due, and be given the correct amount of notice
• your employer should consider any alternatives to redundancy

If an employer uses redundancy to cover up the real reason for ending your employment, or if they do not carry out the redundancy procedure properly, it may amount to unfair dismissal. The rights to redundancy payments and collective consultation are claimed separately from unfair dismissal.

You have the right to a redundancy payment if you are an employee who has worked continuously for your employer for at least two years and you are being made redundant.
Redundancy pay is also due when a fixed-term contract of two years or more expires and is not renewed because of redundancy.
You do not have to claim redundancy pay from your employer, they should automatically pay it to you. If your employer does not give you redundancy pay when you are entitled to it you should write to them asking for payment. If your employer still refuses to pay you or cannot make the payment you could make an appeal to an Employment Tribunal.


If your employer has selected you for redundancy you must be given a notice period before your employment ends. The statutory redundancy notice periods are:

• at least one week’s notice if you have been employed between one month and two years
• one week’s notice for each year if employed between two and 12 years
• 12 weeks’ notice if employed for 12 years or more

However, you should also check your contract of employment because your employer could have set out longer notice periods.

Redundancy pay due is based on their weekly wage at a capped maximum of £380.



Statutory redundancy is due to people employed over 2 years at