Lesson Plan

• Describe the legal definitions of redundancy (voluntary and involuntary) and dismissal (fair and unfair).
• Compare the procedural requirements and employee entitlements for each type of termination.
• Apply the five fair dismissal reasons to case scenarios and identify potential unfair dismissals.
• Evaluate the role of consultation and selection criteria in ensuring lawful redundancies.

• Projector and screen
• PowerPoint slides with definitions and tables
• Printed handouts of the comparison table
• Case‑study worksheets
• Sticky notes and markers for the Do‑now activity
• Exit‑ticket slips

Start with a quick poll: “What would you do if your role suddenly disappeared?” Connect this to the previous lesson on employee rights. Explain that by the end of the session students will be able to differentiate voluntary vs. involuntary redundancy and identify fair vs. unfair dismissal, using clear success criteria.

1. Do‑now (5') – Students match key terms (voluntary redundancy, involuntary redundancy, fair dismissal, unfair dismissal) to definitions on sticky notes.
2. Mini‑lecture (10') – Present legal definitions, statutory criteria and the five fair dismissal reasons using slides.
3. Comparison activity (12') – In groups, fill a Venn diagram comparing the four concepts; discuss selection criteria and consultation requirements.
4. Case‑study analysis (15') – Each group receives a real‑world scenario and decides which category it falls under, justifying their choice with the legal framework.
5. Whole‑class debrief (8') – Groups share decisions; teacher corrects misconceptions and highlights key distinctions.
6. Quick check (5') – Exit ticket: write one key difference between redundancy and dismissal.

Recap the main distinctions and why proper procedure matters for lawful terminations. Collect exit tickets as a retrieval check. For homework, assign a short essay comparing a recent redundancy case with a fair dismissal case, citing relevant sections of the Employment Rights Act 1996.