Employer and employee in a one-to-one redundancy consultation meeting

Redundancy Support for Employers

01926 754085

Warwick HR provides redundancy support for employers, from reviewing the business case to managing the final outcome. Our consultants work with your managers to follow a fair process under current employment law, with advice on difficult conversations and the practical details that need attention. Speak to us before announcing proposed changes.

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Expert redundancy support for employers

Putting jobs at risk takes careful thought. Redundancy must relate to a genuine business need, not concerns about an individual’s conduct or performance. Before reaching a decision, you need to consult affected employees and consider their suggestions. Where selection is necessary, the approach must be fair and non-discriminatory.

Warwick HR works alongside SME owners and managers who need support with these responsibilities. We can work through the business case with you before you speak to employees, then advise on consultation and the decisions that follow. You’ll also have guidance when an employee proposes an alternative or questions how selection will work.

Our HR consultancy can cover a defined redundancy project. For businesses that need advice beyond the immediate changes, our wider HR services provide ongoing support with managing a workforce.

Redundancy consultation support

Our HR redundancy consultation support includes preparing consultation letters and meeting scripts, so managers have a clear basis for their conversations. We can work through how to explain the proposals and respond to employee questions, with advice on recording discussions and following up on suggestions.

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Managing a fair and compliant redundancy process

Build the business case

Explain why the business is considering redundancies and what would change. Identify the roles affected and record the alternatives considered so far. The business case should set out proposals for consultation, rather than present dismissals as a decision already made.

Identify roles at risk and selection pools

Where selection is required, consider which comparable roles should sit within each selection pool. Consult on the proposed approach and use objective, non-discriminatory selection criteria. Apply the criteria consistently, with evidence to explain the scores given.

Begin meaningful consultation

Meet affected employees individually to explain the proposals and hear their views. There must be a genuine opportunity to influence the outcome. Consider suggestions carefully and explain your response, including why an alternative cannot be taken forward.

Explore alternatives to redundancy

Check whether suitable alternative employment is available and discuss it with the employees affected. Some employees have statutory priority for suitable vacancies, including those protected during pregnancy or qualifying family leave protection periods. These rights need to be considered before roles are offered.

Confirm the outcome

Once consultation and selection are complete, explain the decision to each affected employee and confirm it in writing. Set out their notice period and leaving date, with a breakdown of redundancy pay and other sums due. Include details of how to appeal.

Support the exit and remaining workforce

Arrange handovers and the return of company equipment. Managers will also need to explain how work will be shared among those staying. Allow time for questions about the new arrangements and offer support to employees concerned about the changes.

What’s included in our redundancy support service?

You may need guidance throughout the process or help with a particular stage. Our redundancy support services can include:

Employer and employee shaking hands during a redundancy consultation

Planning and business case preparation

Selection pools and criteria

Consultation letters and meeting scripts

Manager preparation and meeting support

Guidance on calculations and employee entitlements

Outcome letters and final communications

We also advise on keeping a record of consultation and the reasons behind decisions. The scope of our involvement is agreed with you before work begins.

For a one-off requirement, explore our interim and ad-hoc HR support. Our HR packages provide ongoing advice for businesses that need a longer-term HR partner.

Collective redundancies and consultation requirements

Collective consultation is required when you propose 20 or more redundancies at one establishment within 90 days. You must consult the recognised trade union or appropriate employee representatives, alongside individual consultation with affected employees.

Consultation must begin at least 30 days before the first dismissal for 20–99 proposed redundancies, or 45 days for 100 or more. Those minimum lead times also apply to notifying the Redundancy Payments Service using form HR1. Notification must be made before you issue individual dismissal notices.

Redundancy pay, notice and employee entitlements

Redundancy pay is only part of the final payment. Check each employee’s eligibility for statutory redundancy pay and whether their contractual terms provide anything more. Notice and outstanding holiday pay need to be accounted for separately, with a clear explanation of what will be paid and when.

A settlement agreement may be relevant in some cases. It is a separate contract settling specified legal claims, not another name for redundancy.

Alternatives to redundancy

Consider whether a recruitment freeze or reduced overtime could lower costs. Redeployment may avoid a dismissal where suitable alternative employment is available, while voluntary redundancy can reduce the need for compulsory selection. Changes to contractual hours or pay generally require agreement, so discuss these before proceeding.

Our organisational change support can help you consider changes to working arrangements and their effect on employees.

Support with restructures and wider organisational change

A restructure may affect people whose jobs are not at risk, too. Reporting lines might change, or teams may take on responsibilities previously handled elsewhere.

Warwick HR’s organisational change management and HR consultancy services address these wider changes. We advise on consultation and employee communication, with documentation that explains the proposed arrangements.

Contact us to get started

Considering redundancies but unsure where to begin? Speak to Warwick HR before announcing your proposals. We’ll discuss the circumstances and the support your managers need, including advice on redundancy consultation.

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Ready for a more productive workplace? Explore how our tailored HR support scales with you.

Email: info@warwickhr.com

Phone: 01926 754085

Our location

5a Charles Court, Budbrooke Road, Warwick, CV34 5LZ.

Why businesses choose Warwick HR

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CIPD-qualified HR team, with Level 5–7 qualifications

Highly rated service, supported by client reviews

Legal and tribunal protection, where applicable

Support with complex and one-off employee issues

Detailed HR documentation

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Exceptional Professional HR Service

Warwick HR receives widespread praise for professionalism, exceptional service, and valuable HR expertise.

Meet some of our redundancy consultants

Our competent and skilled HR management team is fully CIPD qualified and DiSC trained. We take full ownership of our work, taking the time to understand your organisation so we can support you as effectively as possible.

Our wealth of experience covers every area of HR, from employment law to organisational development to people management. Our hands-on approach ensures you get the support you need when you need it the most.