The court found that the Respondent failed to comply with the mandatory redundancy procedures set out in Section 40 of the Employment Act, 2007. There was no evidence of proper notice, consultation, or payment of statutory benefits prior to termination. The Respondent's conflicting pleadings and lack of evidence led the court to accept the Claimant's account of events. The court held that the termination was unfair within the meaning of Section 45 of the Act. The Claimant was therefore entitled to compensation for unfair termination, notice pay, severance pay, and salary for days worked in April 2012. The court further held that a discharge form signed by the Claimant could not override the statutory requirements for redundancy, and thus the Respondent remained liable for the outstanding claims.