Morgan v Welsh Rugby Union

When there’s a reorganisation of roles, with all existing jobs ending and fewer new ones being created, redundancies occur. The decision in this case confirms that employers may use subjective criteria when deciding which potentially redundant employee to appoint to an alternative vacancy within the organisation. Morgan's position was redundant following a reorganisation of management roles. He applied for a post created as a consequence of the reorganisation. The job description specified minimum qualifications and experience. Candidates were told the selection process would comprise a presentation and standard interview questions. The committee conducting the interviews did not follow this format.