| Redundancy Advice for Employers
An appropriate redundancy payment has to be made according to length of service, age and salary. There may also be other associated payments. We ensure that you make the correct payments and avoid costly employment tribunal compensation.
We can provide guidance on the essential legal steps you need to take regarding placing staff at risk of redundancy, redundancy pools, undertaking redundancy consultations, issuing the correct paperwork, redundancy payment calculations and dismissal notifications. Our redundancy process is based on ACAS guidance. We make what can be a difficult process easier. A redundancy process can only be started if there is a genuine reason to reduce staff numbers. This can include re-location of your business (depending on contract terms), a drop off in sales or certain skills are not needed in your business anymore. If there is an identified group from which you need to reduce numbers you will need to use a skills matrix to score each individual role which gives you the information you need to make the appropriate job cuts. Remember this has to be fair as any hint of discriminatory employer conduct may lead to an automatic unfair dismissal claim (employees don't need two years service to lodge this). The
outdated process of "last in first out" does not apply
in the modern legal framework. Remember to focus on the job posts
that need to go - not the person. If you intend to use a redundancy
process to get rid of a problematic employee you need to use an
alternative process or may be caught out if challenged in an employment
tribunal. A settlement agreement may be the most appropriate route
instead. We can provide advice on this to protect your business.
As part of the process you may need to create a new business structure with job descriptions for new posts to ensure you have the key skills to take your company forward. You need to show that the reduction in employee numbers has been minimised and that any suitable alternative employment is offered where possible. With small businesses this is not always possible however, sometimes there can be creative ways to reduce redundancy dismissals. The process will be scrutinised by your employees who may challenge the hard decision you have had to take. We give you the support to rise to any difficult questions so you can respond confidently. We can provide a redundancy toolkit that includes a procedure, HR support with consultation meetings as well as redundancy meeting scripts, training for employee representatives if needed, holistic HR advice including advice on redundancy pay and outplacement services along with the necessary paperwork. Much of our HR advice and support will be done remotely via phone, video conferencing and email however where essential we can offer on site HR support. Wherever you are based in the UK we can help you with as much of the process as is needed including a complete package of support from the planning stage to when you have to part company with valued employees. If you are unsure how to proceed or may be looking for advice and guidance we recommend you have a confidential no obligation chat with us - call 07762 771290. To give you an overview please read our Redundancy Flowchart Read our article 7 Top Redundancy Tips for Employers Read our blog The Importance of Consultation in Redundancy
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We
offer a comprehensive redundancy support service to help employers
manage any size redundancy programme within the employment law framework.
Employees are entitled to redundancy pay after two years service.
At the same time if the process is not carried out correctly there
is a risk of claiming unfair dismissal. We will ensure the process
is compliant.