Redundancy consultation

Are you making essential changes to your business?

We’ll navigate you through the HR redundancy process.

We know that making employees redundant is a difficult but sometimes unavoidable decision.

The redundancy consultation process is a minefield. Breaking the rules can prove to be very expensive. Missing a step altogether can lead to an employee bringing a tribunal case against you for unfair dismissal.

You’ll need to be careful around notice periods, pay entitlements and selection criteria.

You will also have to consider whether you can offer an alternative job. And if not, what support you can put in place to help them find their next role.

We understand that every situation is different. Our local HR professionals can work with your business to design a solution that effectively manages your redundancy process.

Following a fair and legal redundancy process

The most important part of any company redundancy process is that you end up with the best staff to take your business forward. And also that any departing staff are treated fairly and leave the company with their dignity intact. To do this it is wise to consider the following:

  • Prepare your business case for staff redundancy. There are many reasons for restructuring your company. But if it is to save money, itemise the savings you have already made before starting the redundancy process.

  • Give redundancy advice in good time with all the affected employees (and if there is trade union recognition in place, consult the trade union representatives). Or if over 20 staff are at risk, consult with their elected representatives/trade union representatives and listen to their ideas and suggestions. The redundancy consultation period depends on the numbers of staff involved.

  • Make sure all staff are included in the redundancy consultation process, especially those on long-term sickness absence or maternity leave.

  • Identify a potential selection pool. Then ensure your selection criteria is fair, and score each person as objectively as you can.

  • Follow the statutory dismissal process properly. Talk to us if you are unsure – one call can help.

  • Once the redundancy process is over, keep remaining staff motivated by informing them that you intend to keep them in your employment.

Every business situation is different. You really need objective, business focused advice to help navigate the rules of the redundancy process correctly.

Contact us for more information today

Up next read more about dismissals

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Payroll and pensions

Performance and appraisals

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