Redundancy & Reorganisations Experts

The answer is that there is no template process for redundancy selection but there is a legal requirement that the process be reasonable. What is considered ‘reasonable’ may vary widely between small family businesses and large corporations. However, a reasonable selection process might include, for example, a scoring matrix or assessment across the pool of affected employees. What is reasonable may vary widely between small family employers and large corporate organisations.

There is no requirement for you to create another role for an employee who is affected by redundancy. However, if a suitable alternative role exists then you should offer it to any affected employees. Particular care and attention should be paid to any employees who are on maternity or adoption leave as they are generally entitled to preferential treatment in respect of any role which does exist, and which should be offered to them.

Employers are required to consult with their employees who are at risk of redundancy in order to discuss the business’ proposals and the ways in which redundancies may be avoided or mitigated. There may be a need for collective consultation, involving elected employee representatives depending on the number of affected employees. Otherwise, consultation may be carried out directly with the affected employees on an individual basis.