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Statutory Redundancy
Overview
Fixed term and specified purpose employees of UCD who have completed at least 2 years (104 weeks) continuous service and meet the conditions laid down under the Redundancy Payments Acts 1967 – 2007, will be entitled to receive Statutory Redundancy Payment (at the end of their employment period). This page explains in detail Statutory Redundancy and How it works for departing employees. In addition, this page contains a comprehensive list of FAQs for employees and Statutory Redundancy FAQs for Managers (pdf).
Statutory Redundancy is payable to qualifying fixed term and specified purpose employees of UCD who have at least 2 years (104 weeks) continuous service and meet the conditions laid down under the Redundancy Payments Acts 1967 – 2007.
A genuine redundancy situation occurs when a post no longer exists and will not be directly replaced by another individual.
In deciding whether an employee has worked continuously for at least 104 weeks, the following situations will not break the continuity of service
Maternity leave, adoptive leave, parental or carers’ leave
Sick leave, annual leave
Agreed absence
This payment is the minimum tax free lump-sum payment to be made to a person who qualifies for a redundancy payment and is based on the pay of the employee.
All eligible employees are entitled to:
Two weeks' pay for every year of service over the age of 16 and
Step 1: Three months in advance of the contract end date, notification is sent from HR Recruitment Services to the Head of School/Unit/Principal Investigator advising them that an employee’s contract is due to end.
Step 3: At the end of each month, HR Compensation and Benefits review a report which summarises the cessation of Fixed term contracts and Specified purpose employees in the University for that period. HR Compensation and Benefits will examine the employee’s employment history. Where he/she qualifies for a Statutory Redundancy Payment, HR Compensation and Benefits will contact the relevant Heads of Schools/Units/Principal Investigators and if approval has been sought by them, the employee will be requested by email to sign the Declaration of payment of Statutory Redundancy and return the original signed form to Compensation and Benefits. Once the signed form is received, this is forwarded to the Payroll Department for payment to be processed through the UCD Monthly Payroll.
The expiry and non renewal of a fixed term contract is a dismissal for the purpose of the Redundancy Payments Act and, where the staff member has over 104 weeks continuous service, they qualify for statutory redundancy payments under this legislation.
Statutory Redundancy is payable to all qualifying fixed term and specified purpose (full time and part-time) staff of UCD who have at least 2 years (104 weeks) continuous service and meet the conditions laid down under the Redundancy Payments Acts 1967 – 2007.
A genuine redundancy situation occurs when a post no longer exists and will not be directly replaced by another individual.
When it has been confirmed that your contract is ending the following procedure will be followed:
HR Recruitment will confirm the end date to you in writing one month in advance of the end date.
HR Compensation and Benefits will examine your employment history to determine eligibility for Statutory Redundancy.
If you qualify for a Statutory Redundancy payment, Compensation &Benefits will issue you with the appropriate notice in writing and copy the letter to Heads of School/Unit/Principal Investigator.
If you do not qualify for a Statutory Redundancy payment, Compensation & Benefits will issue you with the appropriate notice in writing and copy the letter to Heads of School/Unit/Principal Investigator.
Yes. If you find a suitable alternative role, you can be re-employed by the university. Once you commence in this role at least 4 weeks after your original end date, you retain the Statutory Redundancy Payment. If you commence a new role in UCD in less than 4 weeks following your original end date, then all statutory redundancy payments will have to be returned.
Please note that if you are entitled to and received a statutory redundancy payment, this is considered a break in continuous employment service.
•Next Steps Programme - Supporting you in your future career.
UCD HR Learning & Development provide a Career Planning programme that aims to support staff in their transition from UCD. This programme allows participants time to plan for and take action on the next steps of their career. An overview of the programme, along with booking details, is available on the UCD Learning & Development website.
• All UCD vacancies are advertised on the UCD HR Website and staff members’ whose contracts are due to end, are encouraged to check for regularly for suitable vacancies.
Yes. If you have completed a post retirement contract of less than 2 years (104 weeks) continuous service and meet the conditions laid down under the Redundancy Payments Act 1967 - 2007, then you are entitled to a statutory redundancy payment.
Please note, a genuine redundancy situation occurs when a post no longer exists and will not be directly replaced by another individual.
Following termination, a HR Compensation and Benefits staff member will meet with you. You will be requested to sign a declaration of Receipt of Statutory Redundancy payment form indicating that you have received the statutory redundancy payment. A copy of the form will be given to you with the lump sum payment by cheque.
Your final salary payment will be paid into your bank account on the last working day of the relevant month. Your P45 will be sent out to your home address by the Payroll Office shortly after the final payment date.
All former staff members will be contacted within 6 weeks of their leave date by the Pensions Office regarding their Pension Options; however please refer to UCD HR website pensions page for further information in the meantime.
As your IT account is linked directly to your HR record, this login ID and password are available to you for the duration of your contract in UCD. Once you leave employment of the university, your IT account will expire after 30 days.
For additional information please refer to the IT account expiration & deletion policy on the UCD IT services website.
Staff must return any University property, e.g. Laptop, keys, phone, and staff ID card etc in their possession to their Head of School/Unit on their last day of work.
All staff members who required a Work Permit or Green Card as part of their employment with UCD must return the original Work Permit or Green Card to the Department of Enterprise, Trade and Innovation at the following address:
Department of Jobs, Enterprise and Innovation, Work Permits Section, Davitt House, 65A Adelaide Road, Dublin 2.
Please note that all Green Cards and Work Permits are non-transferable and only applicable to a role within UCD. When a staff member ends their contract in UCD the work authorisation cannot be used for another company and must be cancelled.
No, staff who are covering statutory leaves or career break are not entitled to a redundancy payment when the substantive post holder returns as the work is continuing and therefore, redundancy does not arise in this situation.
