An employee may be dismissed as redundant when a business closes down, or if the need for employees to carry out work of a particular kind has ceased or diminished or is expected to cease or diminish.

When redundancies occur, the employer has a number of statutory duties towards employees, including the duty to consult them and to pay redundancy pay to those who are eligible.

Here are a few questions that you need to consider:

  • Does the organisation have a clear redundancy policy and procedure?

  • Under what circumstances can an employee be made redundant?

  • How do you break the news to affected staff?

  • How many meetings should you have and who needs to be involved?

  • Is there a difference if it is a collective redundancy or just one person?

  • What pay are employees entitled to if they are made redundant?

  • How do you manage the survivors after the redundancies have taken place?

Often an objective, experienced third party can assess the answers to these and other questions more effectively. As HR professionals, we can help you to assess whether there is a true redundancy situation and if so, assist you to navigate your way through the procedural requirements of the law and ensure that your process is fair and equitable.

For further information, please contact us on 01606 333677