Welcome to the third of a 3-part series on the risks associated with offshoring arrangements. Job losses may occur when organisations offshore office functions. Indeed, it is important to mitigate risks associated with major workplace changes and redundancies.
In part 1, we discussed an organisation’s obligations to protect personal information when offshoring office functions.
In part 2, we discussed offshore outsourcing of employee payroll as well as handy tips to safeguard personal information.
Here in part 3, we will discuss redundancy issues associated with outsourcing arrangements.
Under the Fair Work Act 2009 (Cth) (Act), a termination will be a genuine redundancy if:
The organisation should consider whether the position is no longer required to be performed by anyone because of changes in the organisation’s operational requirements. This may include:
An organisation must comply with consultation provisions in an applicable enterprise agreement or modern award. This may include:
The organisation should, where reasonable to do so, consider redeploying the employee to another available position within the organisation or any of its associated entities. Generally, redeployment will be reasonable if:
Organisations face significant challenges and risks when making an employee’s position redundant in favour of an outsourcing arrangement. If the redundancy is not genuine, the organisation may be exposed to an unfair dismissal claim, resulting in:
This will defeat the purpose of the outsourcing arrangement and potentially erode the cost savings to be gained from such an arrangement.
You should seek advice from one of Bespoke’s employment lawyers before taking steps to make positions within your organisation redundant in favour of outsourcing office functions to external providers
 Section 389 of the Act.
 Explanatory Memorandum to Fair Work Bill 2008 (http://www.austlii.edu.au/au/legis/cth/bill_em/fwb2009124/memo_0.html)
Posted on: 26 February 2017