be relatively minimal, and will probably focus on the selection process for the redundant employees, the notice they are given, and the payment of any compensation. (Note that employment agreements in most industries must include a negotiated provision to protect employees where the work they do will be carried on by employees of a new employer as a result of restructuring. The provision must set out, among other things, the process for determining what entitlements will be available for employees not transferring to the new employer: see below, "Restructuring outside the specified industries".) If your employer has ignored relevant procedures specified in your employment agreement, the courts will very likely see this as procedural unfairness. How much notice must I be given? If the employment contract specifies a particular period of notice, then you must be given that period of notice. If the contract doesn't deal with notice, then you must be given a "reasonable" period of notice. What is reasonable will depend on the particular circumstances. What remedies are available to me? The Employment Relations Authority can impose a number of remedies in personal grievance cases, including reinstatement or monetary compensation. If your employer had improper motives in making you redundant, then the Authority may reinstate you in your former job. If there has been procedural unfairness, you may be awarded compensation for the distress caused by the manner in which the redundancy was carried out. In these cases, the remedy is directed to the particular wrong done to