Redundancy Process & Guidance
If your business is in a redundancy situation it is important to have a clear and defined redundancy processes that employees have access to and is followed appropriately. Before implementing the redundancy, process consider the following guidance.
Reasons for Redundancy
You may need to make redundancies for a variety of reasons and it is important to understand and define these reasons, which could include:
- You have ceased (or intend to cease) carrying on the business for the purposes of which you employ someone.
- You have ceased (or intend to cease) to carry on the business in the location you employ someone.
- You don’t require your employees to carry out work of a particular kind anymore.
- You don’t require your employees to carry out work of a particular kind in a specific location anymore.
Redundancy can be voluntary or compulsory
Consider Alternatives to Redundancy
Alternatives to redundancies could be:
- Reducing or ending overtime
- Stop recruiting and retrain at risk staff
- Stop using contractors/casual staff/agency workers
- Offering flexible working
- Offering voluntary redundancy
- Temporarily lay off employees
- Temporarily place employees on short-time working
- Changing your staff employment contracts
As with any change to an employee’s terms and conditions double check what your contracts of employment, employee handbook or HR processes say and adhere to them
Talk to Your Line Managers / Supervisors
By talking to your line managers and supervisors letting them know what is happening can help you to manage the redundancy process. Managers and supervisors tend to know their staff well and can be better informed to support employees affected by redundancy. Don’t forget that your managers and supervisors may require additional training on managing redundancies as well as additional support throughout the process. They should also be involved from the beginning and be kept up to date throughout the redundancy process.
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