Managing redundancy is always challenging. Whether you’ve hit financial difficulties and need to reduce costs, or you’re changing the direction of business and require different skillsets, the outcome is the same – you need to let go of some existing staff.
Not only is the procedure emotionally loaded (for both you and your staff), but a potential legal minefield. With our redundancy support service, we can be with you every step of the way.
Please note: Managing redundancy is complex, both from an employment law perspective and the impact it has on individuals. We strongly recommend you seek professional redundancy support before commencing a redundancy process.
With no obligation, chat through your redundancy requirements with one of our expert consultants to understand the actions you can take and how we can help.
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We provide you with the redundancy support you want for managing the redundancy process: from some guidance on the essentials to managing the process with you end-to-end, and anything in between!
You’ll have guidance on the right redundancy process steps, be provided with all the documentation you need, and will have support by phone and email for peace of mind.
We take care of everything, including reviewing the redundancy business case and selection criteria, planning and holding the meetings with you, and sending out the documentation.
Of course, whichever level of support you choose, you’ll always get the same high standard of service.
We provide you with the redundancy support you want for managing the redundancy process: from some guidance on the essentials to managing the process with you end-to-end, and anything in between!
You’ll have guidance on the right redundancy process steps, be provided with all the documentation you need, and will have support by phone and email for peace of mind.
We take care of everything, including reviewing the redundancy business case and selection criteria, planning and holding the meetings with you, and sending out the documentation.
Of course, whichever level of support you choose, you’ll always get the same high standard of service.
When you’re ready to work with us, you decide how we work with you:
Whichever option is best for you, accessing our HR consultancy and support services is really quick and simple; you can be enjoying our services within the hour!
If you’re not sure, give us a call on 0203 319 1649 and we can go through the options with you.
This may seem obvious but redundancy in an employment setting has a strict legal definition which is:
You’ll notice that what’s missing from that list is “Someone’s not very good at their job”!
We get lots and lots of calls from clients around “X isn’t very good so we’re thinking of making them redundant” which just isn’t appropriate. If someone is under-performing then you need to follow a performance management approach or, you can consider having a protected conversation, but redundancy isn’t the way to go.
The redundancy process is complicated and designed to address the scenarios listed above.
If you try to use it as a way to manage out someone who is performing poorly, you’re likely to come unstuck very quickly and find yourself in a very difficult position.
If you’re reading this question in a redundancy situation then it’s possible that you’ve made a start with a redundancy process and have got some push back from employees and you’re now unsure how to move forward.
Equally, it could be that there’s been something happen in the past that you’re not sure you dealt with properly and you’re now concerned that it may come to bite you when you start the redundancy process.
Whatever the situation, tell us about it, and we’ll help you to find a way forward.
At a basic level, we can provide you with a full written process, scripts, documentation and be at the end of the phone to answer your questions. Ideal for peace of mind at minimum cost. In addition, we can also be onsite for the meetings and support you in defining and applying your selection criteria (at extra cost).
Alternatively, you can outsource the entire redundancy process to us. You will still be responsible for deciding who to make redundant, but we’ll conduct all the staff meetings, work with you to define selection criteria, create all documentation and letters, and support your moving forward. Importantly, we will manage all remaining staff to avoid ‘survivor syndrome’.
This option is ideal if the reason for redundancy is a business change; while we manage all redundancies, your management team can focus on looking to the future.
As a first step, we’ll ask you to complete a questionnaire that gives us some basic information about the redundancies you are considering. We’ll then arrange an initial telephone consultation with you to discuss your situation in more detail and the level of support you require.
When it comes to the redundancy process the area that is most time consuming is the planning. If you’re using our redundancy support service then we’ll make sure that you’ve considered all of the appropriate things before you get started and we’ll make sure that you have a solid business case as to why it is that you are considering redundancy.
We can save you time by completing the documentation on your behalf, running the calculations for you to approve and even conduct the meetings for you. We’ll just need to make sure that you’re available to answer any specific questions that come up and we’d encourage you to attend the final meetings as employees appreciate hearing from their manager directly what the outcome is.
When it comes to redundancy you should get professional guidance and obviously we’d like you to get that from us. There is a strict process that you need to follow, you need to get the documentation right and there are lots of legal complications that can crop up.
There are some areas of HR where the risk of getting it wrong is low but redundancy isn’t one of them. You should seek professional guidance on this.
Both as a company and as individual HR professionals, we’ve dealt with many thousands of redundancy cases.
We’ve dealt cases where a company has needed to let just one or two people go through to complex, large-scale redundancy programmes.
We really know our stuff when it comes to redundancy.
At Lighter HR, we regularly work with businesses that need help with redundancy situations. Confidentiality is always of utmost importance to us, and protecting the integrity of your business is our highest priority.
For this reason, we don’t publicise details of specific projects on which we have worked. We do have examples of cases, which may well be similar to yours, that will give you a feel for our professional and knowledgeable approach.
It’s never too late…
To get the information you need, why not give us a call on 0203 319 1649?
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