We often have clients who contact us about making employees redundant and our first question is always “is it really a redundancy?”
For many employers, redundancy can seem to be an easy option to deal with all manner of situations. A key part of our job is to make sure that this would be a fair redundancy and that redundancy is really what’s needed.
There’s nothing like a possible redundancy process to make people pay attention to their length of service. For the first time since they signed their employment contract many years previously, employees will be dusting off their employment documentation and double-checking the severance payment calculations their employer has calculated for them. This is often particularly the case when the company redundancy payment on offer is more generous than the statutory sum.
It is at this stage that we often find the continuous service debate raises its head.
Redundancies are often part of the natural cycle of a business and we regularly help organisations with practical support and legal guidance during this difficult time. However, a difficult time can be made all the more tricky by a few common pitfalls that can catch out even the most diligent employer.