We advise and support the management throughout the statutory redundancy process, this includes initial meetings where redundancy is considered and decisions are made regarding which employees are at risk. The redundancy process requires staff to be informed and consulted with and this process may have strict timelines, depending on the number of redundancies. It is important that the statutory process is strictly adhered to avoid unfair dismissal claims.

What we do: We provide support and advice, provide letters to employees, attend meetings, take minutes and generally give employees support by answering their questions on their rights. When required we can devise a fair selection process for you to share with staff which will set out how decisions will be made regarding who will be made redundant. Aside from staff being exited from the business, other outcomes of redundancy situations may include staff moving to new roles, changing their hours or changing their salary. All of these options may be considered as ways to avoid redundancy and we will support these decisions through contract amends as required.

Redundancies require an initial meeting where staff are informed of pending redundancies, followed by individual consultation meetings (rules are slightly different in large-scale redundancies of 20 or more employees). Depending on how the discussions go and the options available, there could be one or several consultation meetings. We will then follow this with a meeting where individual employees are informed of the outcome. Our HR services would then include preparing the final outcome letters, and should the company wish to include settlement agreements we can also provide these.