Advice and Guidance for UK Employers
Everything an Employer Needs to Know About Redundancy
Manager’s Guide to Making Redundancies
This is our comprehensive guide for employers on managing redundancy. The guide provides detailed information on the redundancy process, the steps employers need to follow and the areas they should consider before commencing redundancies.
News and Articles on Managing Redundancies
Managing a redundancy process requires a great deal of knowledge regarding employment law and insight into potential risks and pitfalls. If an organisation has HR support, they will have access to the knowledge they need. But what happens when an organisation does not have access to HR support? Who should be involved in redundancy situations…
Redundancy is a difficult process to navigate for any business and is the last resort, particularly given how complex it can be. If you’re considering redundancies, or you’ve already started the process, here’s 6 tips to help you manage your redundancy process effectively.
The redundancy process is complicated and there’s a lot to think about both before you get started and throughout the entire process. In this post we’ll share some of the areas to be particularly mindful of when conducting a redundancy process.
Redundancy consultation is a key part of a redundancy process. In this blog post, we’ll look at what “consultation” actually means, how you make sure you do it properly, and some useful information and pointers on how to undertake an effective redundancy consultation process.
Employees have a right to appeal decisions relating to certain HR processes and in this blog post we look at this right in more detail so that you can understand when it applies and how you should deal with appeals.
Making employees redundant is time consuming, can be costly, can disrupt the work place, can damage a company’s reputation in the market and is legally quite complicated. This post looks at the alternatives to redundancy that could be considered.
This post provides guidance on how to tell employees about redundancy and communication during a redundancy process. Rather than being prescriptive, what we’re aiming to achieve with this post is to help you consider what type of communication approach will work for you and help you to avoid some pitfalls.
A key part of redundancy planning is to identify which employees are impacted by the changes a business is proposing. This is called “pooling” and, in this post we look at how you should go about deciding on redundancy pools.
This guide focuses on the redundancy process that you need to follow when you are making more than 20 people redundant in a 90-day period at a single site. It’s very important that employers are aware of the additional requirements that need to be adhered to in a large-scale redundancy process.
You’ve made some redundancies in line with the needs of your business. However, things change and sometimes new recruits are needed again shortly after a redundancy process. So now what? This post provides guidance for employers and managers into what you should and should not do regarding rehiring after redundancy.
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, people will be looking for confirmation of when their service started so that they can check their redundancy calculations. It is at this stage that we often find…
We’ve had a lot of cases recently when questions have arisen regarding an employee’s right to be accompanied at various meetings. Given that it’s something that has come up quite frequently we thought we’d take this opportunity to provide you with some more information on this right and how it works.