Redundancy is a difficult, but sometimes necessary process, and we often hear employers say that they don’t know the best way to approach it. From the selection process at the beginning through to the communication and execution of it, there are many things you should know as an employer to help make the process as smooth as possible.
Having a clear step by step process can help to ensure a fair redundancy process. This will help you to avoid potential complaints and legal action being taken against you which could prevent damage to your business’s reputation and save you any costs of claims through employment tribunals.
Below are several steps for the redundancy process:
Redundancy may be considered unfair if an employer doesn’t take the time to speak with the employees at risk of redundancy. As well as this, it must be ensured that employees are given the opportunity to ask questions and speak about the redundancy with their employer, or are offered alternatives to dismissal. Additionally, the employee has a right to know why they were chosen to be dismissed by reason of redundancy. If the employer refuses to share this information or can’t give a reasonable answer, the dismissal could be seen as unfair.
Getting in touch with a solicitor early on in the process can not only mitigate the risk but will also ensure that the process is fair, and help you to avoid any costly claims.
Our Employment Law team can help you to ensure that you follow the correct redundancy procedure to minimise the chance of appeals or disputes.
Furthermore, if you find yourself facing an unfair dismissal claim, we are experienced in helping employers with these cases and getting you a satisfactory outcome.
We can also help with the drafting of the redundancy confirmation letter including the right to appeal section.