Redundancies

Although terminating employment on the grounds of Redundancy can be one of the 5 potentially fair reasons for dismissal, there is an extensive amount of employment law to consider. Redundancies should only be implemented in specific circumstances where the employee’s role no longer exists or is no longer required.  Consideration should be given to any selection ‘pool’ as well as mandatory timescales that can apply depending upon the number of roles at risk.

While employees grapple with the uncertainty surrounding their future, employers must follow a lawful redundancy process, ensuring transparency and providing support to affected workers. Additionally, employers must recognise the broader impact of job losses on workforce morale. Redundancies should only be implemented in specific circumstances where the employee’s role no longer exists or is no longer required.

We have over 20 years of experience and are on hand to take the headache out of your redundancy process for you.  We will ensure that your staff are treated with dignity and respect whilst moving matters forward and ensuring full compliance with employment law.  With a fully managed redundancy process or access to our tailored material, you can rest assured that everything will be taken care of, leaving you to focus on your business.