Redundancy Management

When a redundancy situation arises, either with a single employee, or a group of employees, you are legally required to manage the redundancy process in a legally compliant way. This will involve;

formally notifying employees that they are ‘at risk’ of redundancy
consulting ‘meaningfully’ with all impacted employees
complying with statutory collective consultation requirements, if applicable
working with employees to genuinely explore ways to prevent redundancies, e.g. other ways to reduce costs, varying contract terms, creating job shares etc.
disclosing specific information relating to the redundancy to appropriate representatives, if applicable
understanding the increased protections for pregnant employees and those on other types of family friendly leave
ensuring that any selection criteria you have used, for the purpose of selecting employees, is fair, balanced, not directly or indirectly discriminatory and is as objective and measurable as possible
ensuring that employees are aware of and understand the specific elements of any selection criteria that you use and that they have an opportunity to discuss this in a meaningful way
allowing employees paid time off work to look for another job or to seek training
paying statutory redundancy payments
providing employees with an opportunity to appeal against a selection decision

Hassle Free HR can produce a tailored Redundancy Policy for you which will provide you with a compliant framework for managing your redundancy programme in a legally effective way. Alternatively, Hassle Free HR can manage the process for you, conducting consultations and administering the process in line with legislative requirements on your behalf, leaving you free to manage your business!