Redundancy

You’re here because you need help and advice with a redundancy situation.

It is important to understand the business case for redundancy. Do you have a genuine business case to support the business need to make employees redundant? It’s the role that becomes redundant and not the person, so if you are seeking to remove an employee by reason of redundancy and it’s not genuine, you will likely lose a claim against the company for unfair dismissal.

Managing a redundancy situation requires a significant amount of time in respect of planning, conducting and supporting with administration.

ACAS provides a step-by-step guide for employers when making redundancies should you need guidance to take this HR situation on yourself.

Planning stage:

Some areas to consider when making redundancies are:

  • What numbers are involved (potentially at risk), are we talking about individual redundancies (under 20) or collective (over 20)?
  • Collective redundancies require an election process to elect employee representatives
  • Consider the legally required time frames for consultation – less than 30 days, 30 days or 45 days
  • Is there a workforce or collective agreement in place?
  • Have there been previous redundancies, if so how long ago?
  • Has there been a tupe transfer?
  • Is the proposed redundancy at one site or several?
  • Are there long-term sick and employees on family-friendly leave who may be affected?
  • Don’t forget to factor in the redundancy notice for employees when you get to that stage

Potential claims

There are a huge amount of variables involved when dealing with redundancy and getting it wrong could land you in hot water. Potential claims can be, unfair dismissal and discrimination  (discrimination awards are unlimited).

Your redundancy expert

We have managed many redundancy projects and quite often, unless there is a site closure, the proposed numbers to be made redundant and those actually made redundant tend to be less. We can appoint a consultant to act as your HR Advisor and help manage you through this complex area.

What they say…

“We have found Jude to be entirely helpful and reliable and would have no hesitation in endorsing her abilities as an Employment Consultant and also her dedicated attitude towards customer service.”

Call us TODAY for a no obligation chat to discuss your redundancy situation and identify how we can help you  01455 231982 | 07716 918272

In Brief

  • Getting you from start to end efficiently and compliantly
  • Understanding your legal basis for redundancy
  • Reducing the risk of unfair dismissal by overseeing your procedure
Jude Read |HR Consultancy Outsourced HR Management & Solutions - Flexible HR Options For You
How We Will Help You
  • Review your business case
  • Provide advice and documents
  • Provide an objective view
  • Ensure you comply with employment law
  • Help with time-frames
  • Attend/support or conduct consultation meetings
  • Liaise with relevant groups and trade unions
  • Help or manage your redundancy pay and notice calculations
  • Provide help and assistance with redundancy administration
  • As much or as little as you want.
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See how Jude Read HR Consultancy can help with your company.

Jude Read |HR Consultancy Outsourced HR Management & Solutions - Flexible HR Options For You

Jude Read (MCIPD)

HR Consultant

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Jude Read |HR Consultancy Outsourced HR Management & Solutions - Flexible HR Options For You
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