{"id":93,"date":"2012-10-16T10:28:00","date_gmt":"2012-10-16T10:28:00","guid":{"rendered":"http:\/\/sjbealehrconsult-co-uk.php5.hostingweb.co.uk\/blog\/?p=93"},"modified":"2012-10-16T10:28:00","modified_gmt":"2012-10-16T10:28:00","slug":"seven-top-tips-for-managing-redundancy","status":"publish","type":"post","link":"https:\/\/sjbealehrconsult.co.uk\/blog\/seven-top-tips-for-managing-redundancy\/","title":{"rendered":"Seven Top Tips for Managing Redundancy"},"content":{"rendered":"<p><span><br \/><\/span><\/p>\n<h2><span>1. Ensure the redundancy is genuine<\/p>\n<p><\/span><\/h2>\n<div><span lang=\"EN-US\">An Employment Tribunal<span>\u00a0<\/span><strong><span>can<\/span><\/strong><span>\u00a0<\/span>investigate whether the redundancy is genuine, ie the real reason for dismissal so do not be tempted to dress up\u00a0a performance or capability dismissal as a redundancy. This could result in a finding of unfair dismissal.\u00a0 Assess if you could avoid making redundancies by considering whether cutting overheads or restructuring via salary cuts, shorter working weeks, job shares or unpaid sabbaticals could save jobs.\u00a0 You could also consider whether this is a situation where you can offer voluntary redundancies.<\/p>\n<p><\/span><\/div>\n<div align=\"right\"><span><br \/><\/span><\/div>\n<h2><span>2. Ensure you follow your own redundancy procedures<\/p>\n<p><\/span><\/h2>\n<div><span><span lang=\"EN-US\">If you have a company redundancy procedure, make sure you follow it.<\/span><span lang=\"EN-US\"><\/p>\n<p><\/span><\/span><\/div>\n<div><span><br \/><\/span><\/div>\n<h2><span>3. Ensure you have you worked out your pools for selection<\/p>\n<p><\/span><\/h2>\n<div><span lang=\"EN-US\">Ensure the proposed restructure is set out so it is clear from which departments or groups of employees redundancies are being made.\u00a0 Consider which jobs are at risk and identify the groups of employees where the redundancies will be made (the pool).\u00a0 Where there are a number of redundancies, you may need to make redundancies from <strong><span>several pools.<\/span><\/strong><\/p>\n<p><\/span><\/div>\n<div align=\"right\"><span><br \/><\/span><\/div>\n<h2><span>4. Ensure selection criteria for redundancy is fair and objective<\/p>\n<p><\/span><\/h2>\n<div><span lang=\"EN-US\">The selection criteria must be capable of measurement and must be non-discriminatory. Reflect the<span><b>\u00a0<\/b><\/span><strong><span>needs of the business<\/span><\/strong><span>\u00a0<\/span>when selecting who is to be made redundant. <\/p>\n<p><\/span><\/div>\n<h2><span>\u00a0<\/span><\/h2>\n<h2><span>5. Ensure you consult correctly<\/p>\n<p><\/span><\/h2>\n<div><span lang=\"EN-US\">Consultation should be meaningful and proper. Once you have identified which employees are at risk of redundancy, they should be advised of this and told the length of the consultation period; this will vary depending on the proposed number of employees possibly being made redundant.\u00a0 It is important to include employees on<span><b>\u00a0<\/b><\/span><strong><span>long-term sick leave or maternity leave<\/span><\/strong><span>\u00a0<\/span>in all consultation discussions.\u00a0\u00a0 <\/p>\n<p><\/span><\/div>\n<div><span lang=\"EN-US\">Consultation is a two-way process and this is also an opportunity to explore alternatives to redundancy and discuss possible suitable alternative employment.\u00a0 Hold face to face meetings giving the right to be accompanied. \u00a0\u00a0<\/p>\n<p><\/span><\/div>\n<h2><span lang=\"EN-US\">\u00a0<\/span><\/h2>\n<h2><span>6. Ensure you correctly calculate redundancy payments<\/p>\n<p><\/span><\/h2>\n<div><span lang=\"EN-US\">Don\u2019t forget to work out the cost of<span><b>\u00a0<\/b><\/span><strong><span>contractual notice or payment<\/span><\/strong><span><b>\u00a0<\/b><\/span><b>i<\/b>n lieu of notice and redundancy payments. Statutory redundancy payments are based on length of service, age and salary, subject to a current statutory cap of \u00a3430 a week. If the employee earns less than this then you calculate the figure based on gross actual pay.\u00a0 Check employees\u2019 contractual, policy and custom and practice rights to redundancy payments as there may be a right to enhanced redundancy payments.\u00a0 Untaken holiday also need to be calculated and paid. <\/p>\n<p><\/span><\/div>\n<div><span><br \/><\/span><\/div>\n<div><b><span lang=\"EN-US\">7. Set up a Dismissal Meeting<\/p>\n<p><\/span><\/b><\/div>\n<div><span><br \/><\/span><\/div>\n<div><span lang=\"EN-US\"><span>If compulsory redundancy can not be avoided organise a dismissal meeting and confirm in writing giving the right to be accompanied.\u00a0 Confirm the decision to terminate employment during the meeting giving the right to appeal with clear instructions for doing so in accordance with your procedure. \u00a0\u00a0Confirm in writing.\u00a0<\/span><span><\/p>\n<p><\/span><\/span><\/div>\n","protected":false},"excerpt":{"rendered":"<p>1. Ensure the redundancy is genuine An Employment Tribunal\u00a0can\u00a0investigate whether the redundancy is genuine, ie the real reason for dismissal so do not be tempted to dress up\u00a0a performance or capability dismissal as a redundancy. This could result in a finding of unfair dismissal.\u00a0 Assess if you could avoid making redundancies by considering whether cutting [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[137,267,269,270,268],"tags":[],"class_list":["post-93","post","type-post","status-publish","format-standard","hentry","category-redundancy-management","category-redundancy-matrix","category-redundancy-payments","category-redundancy-pool","category-redundancy-selection-criteria"],"aioseo_notices":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v24.3 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Seven Top Tips for Managing Redundancy -<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/sjbealehrconsult.co.uk\/blog\/seven-top-tips-for-managing-redundancy\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Seven Top Tips for Managing Redundancy -\" \/>\n<meta property=\"og:description\" content=\"1. Ensure the redundancy is genuine An Employment Tribunal\u00a0can\u00a0investigate whether the redundancy is genuine, ie the real reason for dismissal so do not be tempted to dress up\u00a0a performance or capability dismissal as a redundancy. This could result in a finding of unfair dismissal.\u00a0 Assess if you could avoid making redundancies by considering whether cutting [&hellip;]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/sjbealehrconsult.co.uk\/blog\/seven-top-tips-for-managing-redundancy\/\" \/>\n<meta property=\"article:published_time\" content=\"2012-10-16T10:28:00+00:00\" \/>\n<meta name=\"author\" content=\"admin\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"admin\" \/>\n\t<meta name=\"twitter:label2\" content=\"Estimated reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"2 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/sjbealehrconsult.co.uk\/blog\/seven-top-tips-for-managing-redundancy\/\",\"url\":\"https:\/\/sjbealehrconsult.co.uk\/blog\/seven-top-tips-for-managing-redundancy\/\",\"name\":\"Seven Top Tips for Managing Redundancy -\",\"isPartOf\":{\"@id\":\"https:\/\/sjbealehrconsult.co.uk\/blog\/#website\"},\"datePublished\":\"2012-10-16T10:28:00+00:00\",\"dateModified\":\"2012-10-16T10:28:00+00:00\",\"author\":{\"@id\":\"https:\/\/sjbealehrconsult.co.uk\/blog\/#\/schema\/person\/ce9566af1066e09f0036f8bffc5b0613\"},\"breadcrumb\":{\"@id\":\"https:\/\/sjbealehrconsult.co.uk\/blog\/seven-top-tips-for-managing-redundancy\/#breadcrumb\"},\"inLanguage\":\"en-GB\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/sjbealehrconsult.co.uk\/blog\/seven-top-tips-for-managing-redundancy\/\"]}]},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/sjbealehrconsult.co.uk\/blog\/seven-top-tips-for-managing-redundancy\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\/\/sjbealehrconsult.co.uk\/blog\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Seven Top Tips for Managing Redundancy\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/sjbealehrconsult.co.uk\/blog\/#website\",\"url\":\"https:\/\/sjbealehrconsult.co.uk\/blog\/\",\"name\":\"\",\"description\":\"\",\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/sjbealehrconsult.co.uk\/blog\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-GB\"},{\"@type\":\"Person\",\"@id\":\"https:\/\/sjbealehrconsult.co.uk\/blog\/#\/schema\/person\/ce9566af1066e09f0036f8bffc5b0613\",\"name\":\"admin\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-GB\",\"@id\":\"https:\/\/sjbealehrconsult.co.uk\/blog\/#\/schema\/person\/image\/\",\"url\":\"https:\/\/secure.gravatar.com\/avatar\/227097a841bf5933b6c34739813307a8?s=96&d=mm&r=g\",\"contentUrl\":\"https:\/\/secure.gravatar.com\/avatar\/227097a841bf5933b6c34739813307a8?s=96&d=mm&r=g\",\"caption\":\"admin\"},\"url\":\"https:\/\/sjbealehrconsult.co.uk\/blog\/author\/admin\/\"}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"Seven Top Tips for Managing Redundancy -","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/sjbealehrconsult.co.uk\/blog\/seven-top-tips-for-managing-redundancy\/","og_locale":"en_GB","og_type":"article","og_title":"Seven Top Tips for Managing Redundancy -","og_description":"1. Ensure the redundancy is genuine An Employment Tribunal\u00a0can\u00a0investigate whether the redundancy is genuine, ie the real reason for dismissal so do not be tempted to dress up\u00a0a performance or capability dismissal as a redundancy. This could result in a finding of unfair dismissal.\u00a0 Assess if you could avoid making redundancies by considering whether cutting [&hellip;]","og_url":"https:\/\/sjbealehrconsult.co.uk\/blog\/seven-top-tips-for-managing-redundancy\/","article_published_time":"2012-10-16T10:28:00+00:00","author":"admin","twitter_misc":{"Written by":"admin","Estimated reading time":"2 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"WebPage","@id":"https:\/\/sjbealehrconsult.co.uk\/blog\/seven-top-tips-for-managing-redundancy\/","url":"https:\/\/sjbealehrconsult.co.uk\/blog\/seven-top-tips-for-managing-redundancy\/","name":"Seven Top Tips for Managing Redundancy -","isPartOf":{"@id":"https:\/\/sjbealehrconsult.co.uk\/blog\/#website"},"datePublished":"2012-10-16T10:28:00+00:00","dateModified":"2012-10-16T10:28:00+00:00","author":{"@id":"https:\/\/sjbealehrconsult.co.uk\/blog\/#\/schema\/person\/ce9566af1066e09f0036f8bffc5b0613"},"breadcrumb":{"@id":"https:\/\/sjbealehrconsult.co.uk\/blog\/seven-top-tips-for-managing-redundancy\/#breadcrumb"},"inLanguage":"en-GB","potentialAction":[{"@type":"ReadAction","target":["https:\/\/sjbealehrconsult.co.uk\/blog\/seven-top-tips-for-managing-redundancy\/"]}]},{"@type":"BreadcrumbList","@id":"https:\/\/sjbealehrconsult.co.uk\/blog\/seven-top-tips-for-managing-redundancy\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/sjbealehrconsult.co.uk\/blog\/"},{"@type":"ListItem","position":2,"name":"Seven Top Tips for Managing Redundancy"}]},{"@type":"WebSite","@id":"https:\/\/sjbealehrconsult.co.uk\/blog\/#website","url":"https:\/\/sjbealehrconsult.co.uk\/blog\/","name":"","description":"","potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/sjbealehrconsult.co.uk\/blog\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-GB"},{"@type":"Person","@id":"https:\/\/sjbealehrconsult.co.uk\/blog\/#\/schema\/person\/ce9566af1066e09f0036f8bffc5b0613","name":"admin","image":{"@type":"ImageObject","inLanguage":"en-GB","@id":"https:\/\/sjbealehrconsult.co.uk\/blog\/#\/schema\/person\/image\/","url":"https:\/\/secure.gravatar.com\/avatar\/227097a841bf5933b6c34739813307a8?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/227097a841bf5933b6c34739813307a8?s=96&d=mm&r=g","caption":"admin"},"url":"https:\/\/sjbealehrconsult.co.uk\/blog\/author\/admin\/"}]}},"_links":{"self":[{"href":"https:\/\/sjbealehrconsult.co.uk\/blog\/wp-json\/wp\/v2\/posts\/93","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/sjbealehrconsult.co.uk\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/sjbealehrconsult.co.uk\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/sjbealehrconsult.co.uk\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/sjbealehrconsult.co.uk\/blog\/wp-json\/wp\/v2\/comments?post=93"}],"version-history":[{"count":0,"href":"https:\/\/sjbealehrconsult.co.uk\/blog\/wp-json\/wp\/v2\/posts\/93\/revisions"}],"wp:attachment":[{"href":"https:\/\/sjbealehrconsult.co.uk\/blog\/wp-json\/wp\/v2\/media?parent=93"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/sjbealehrconsult.co.uk\/blog\/wp-json\/wp\/v2\/categories?post=93"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/sjbealehrconsult.co.uk\/blog\/wp-json\/wp\/v2\/tags?post=93"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}