Is Redundancy On Your Radar?

Redundancy is a necessary evil. No-one wants to take a job away from someone, but having done this for a long, long time, we know that sometimes it’s the best (and often only) option to protect the long-term success of your business. 

That being said, if redundancy is on your radar, we want to issue a plea:

If you’re going to do it, do it PROPERLY. 

With the Employment Rights Bill coming into law imminently, it’s never been more dangerous time to part company with staff, whatever the method, which means that you must do things by the book, or face the consequences. 

With that in mind, here are five questions you must ask: 

1. Is this a genuine redundancy? 

You’re making a role redundant, not a person, redundancy isn’t the same as termination. 

2. Are you communicating to everyone? 

You need to make sure staff know that redundancies may be needed as soon as you can, and that includes people on leave: maternity, sick leave; they have the same rights. 

3. Have you considered alternatives?

Reduced hours, redeployment, or voluntary redundancy might avoid a mess altogether, and if you do need to go ahead with redundancy, the fact that you’ve considered other options will strengthen your ability to counter any claim. 

4. Is your selection fair? 

You must use clear, objective criteria in selecting candidates; you can’t just go on gut feel or who’s been a “bit tricky” lately. 

5. Have you consulted properly? 

A consultation period is key - at least two meetings, clear communication, and a chance for employees to respond. 

The reality is that redundancy is not a DIY job. Getting it right takes time, expertise, and careful handling. 

So if it’s something you’re considering, don’t go it alone - reach out and we’ll happily give you a free 15-minute chat to talk through your options.