A company made Ms X redundant after 10 months service, along with 10 other people. Generous payments, well above statutory minimums were made. Reasons for Ms X to go was that the role of Training & Development was to be cut- with training being handled by the field team and development cancelled altogether. No alternative employment was offered.

Ms X was asked to sign a release form, which would give her the monies (approx 20% of salary). Company categorically denied it was a compromise agreement, but paper did say full & final settlement.

2 months later, business directors realise they have made an error and do, in fact, need a training manager- although only said this in an off-the-record conversation.

4 months after redundancy, company has brought training back in the HR team and given role to someone who was on maternity leave and returned (they were HR Manager, now HR Manager but with training responsibility).

Question- was Ms X’s job redundant?
Question- what recourse is there for her, after signing the release paper? (NB- the situation on signing was that no one person was needed, that has now changed so is that agreement nul and void?)

Views appreiciated!
Liam Dolan