“Genuine redundancy”; what does it mean?

“It is possible that with respect to a dismissal the Commission may be satisfied that the employee’s job is redundant on the basis that the employer no longer requires the job of the dismissed employee to be performed by anyone because of changes in the operational requirements of its enterprise, but at the same time may not be satisfied that the obligations with respect to consultation or redeployment have been met. The fact that the obligations with respect to consultation or redeployment have not been met does not result in a finding that the dismissal is not a redundancy, but rather that it is not a genuine redundancy within the meaning in s. 389 of the Act, and with the result that the employer does not have a complete defence to an unfair dismissal application in relation to the dismissal resulting from the redundancy.”
Widmer v The Kylie Pearce Family Trust T/A ABC Dentistry (2016) FWC 8097 delivered 22 December 2016 per Asbury DP