Redundancies
Employers must follow legal procedures, including consulting affected employees and exploring alternatives to dismissal. Employees may be entitled to compensation, notice periods, and support in finding new employment. The goal is to ensure the process is fair and compliant with employment laws.
If an employee is made redundant, they may be entitled to certain statutory rights, including:
- Redundancy payment: The amount of this payment depends on the employee's length of service and salary.
- Notice period: The employer must give the employee a certain amount of notice before the redundancy takes effect.
- Consultation: The employer may be required to consult with employees or their representatives before making redundancy decisions.
Employees faced with a redundancy process may have many questions:
- Can I refuse TUPE and take redundancy instead?
- What is "first in, last out" redundancy?
- Do I qualify for redundancy if I have less than two years service?
- How is my holiday pay calculated in redundancy?
- Can I ask for voluntary redundancy on health grounds?
- Can I ask for redundancy if my job is changing?
- What are the rules around long term sick and redundancy?
- How does redundancy work if I'm on probation?
- How long is the consultancy period for redundancy?
- What is voluntary redundancy?
- Do I have to work during a redundancy consultation period?
- What questions should I ask during a redundancy consultation?
- What are the pros and cons of voluntary redundancy?
- How long can you be at risk of redundancy?
Important Considerations
- Fairness: The redundancy process must be fair and reasonable. Employers should avoid discrimination or unfair selection criteria.
- Alternatives to Redundancy: In some cases, employers may be able to avoid redundancy by offering alternative employment within the company or by implementing measures to improve business efficiency.
- Legal Advice: If you are facing redundancy, it is recommended to seek legal advice to understand your rights and options.
- Communication: It can be helpful to outline the redundancy process step by step for both employers and employees.
Our HR experts have 20 years+ experience in supporting and leading redundancy processes in all sizes of business - big and small. We can support you with the entire redundancy process including writing a business case for redundancy, the difference between redundancy and voluntary redundancy, scripts for redundancy consultation meetings and much more. Call us today to get tailored support for your business.
