When carrying out a redundancy process it is essential that your process is fair, transparent and legal. This guidance pack will mitigate risk against your business.
The pack includes:
- Comprehensive redundancy process guide. (PDF)
- Eight templates to be completed by you, including business case, communication plan, meeting scripts and letters to comply with employment law. (Word doc)
Please note that this pack is applicable for low risk cases only.
A low risk case would be:
- Less than 20 people are impacted*
- All those impacted have under 2 years’ service
- Only 1 job holder is impacted per role that is being proposed as redundant
- No known risk regarding protected characteristics*. For example, people impacted have a disability (note this can include hidden disabilities .e.g. mental health, asthma, diabetes, cancer)
If you are in doubt about any of the above, we recommend that you speak with us prior to starting this process.
We offer a complementary 30-minute consultation and can advise on the best route to take. Email firstname.lastname@example.org to book a free 30-minute consultation.
* Impacted includes all people affected by your proposed changes e.g. you propose to reduce headcount by 1, but there are 3 people doing the job role that is ‘at risk of redundancy’ – therefore 3 people are impacted.
* Protected Characteristics – It is usually illegal to discriminate against people with protected characteristics. This includes sex, race, sexual orientation, age, disability, marital-status, religion or belief, gender reassignment and pregnancy/childbirth. Discrimination can occur when someone is treated unfairly due to their protected characteristic. Discrimination can be direct or indirect. No service is required to make a claim, so it’s essential your redundancy process is fair and not discriminatory. The onus is on the employer to prove that they did not discriminate.