0203 319 1649

contact@lighterhr.co.uk

Redundancy Support

A difficult time for all, no matter which side of the desk you’re sitting

Support with managing redundancy processes

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.

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Key Service Features

Redundancy support from an experienced HR specialist

Confidence you are following sound legal process, removing the emotion and focusing on the facts

A practical approach that achieves the appropriate outcome with minimum risk

Provision of all documentation you need during the process

Redundancy support in dealing with any issues after completion of the process

We provide redundancy support to suit your needs, whether that’s in person, by phone and email, or a bit of both

See our Redundancy Support FAQs for more details

WHAT PEOPLE SAY ABOUT US

Flexible Redundancy Support

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!

Guidance on the Essentials

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.

Full Support

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.

Contact Us

Flexible Redundancy Support

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!

Guidance on the Essentials

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.

Full Support

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.

Contact Us

Great Service, Simple Options

When you’re ready to work with us, you decide how we work with you:

Outsourced HR

HR consultancy and support services with

Regular Onsite and
Offsite Hours

  • Assigned Consultants

  • Guaranteed Service Response Times

  • Discounted Rates

  • Only 30 days’ notice

  • Assigned Consultants

  • Guaranteed Service Response Times

  • Discounted Rates

  • Only 30 days’ notice

Outsourced HR

Pay As You Go

HR consultancy and support services with

Ad-hoc Onsite and
Offsite Hours

  • Any Size Project

  • Same Day Service

  • No Contractual Tie-In

  • Card Payment Options Available

  • Any Size Project

  • Same Day Service

  • No Contractual Tie-In

  • Card Payment Options Available

Pay As You Go

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.

Redundancy Support FAQs

What is redundancy?

This may seem obvious but redundancy in an employment setting has a strict legal definition which is:

  • the employer ceases to carry on the business in which the employee was employed;
  • the employer ceases to carry on that business in the place where the employee was employed;
  • the needs of the business for employees to carry out work of a particular kind cease or diminish; or
  • the needs of the business for employees to carry out work of a particular kind in the place where the employee was employed cease or diminish.

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.

I'm worried I've not acted 'by the book'...

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.

What levels of redundancy support do you offer?

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.

Is managing this redundancy process going to take up a lot of my time?

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.

What's the risk of running my redundancy process without Lighter HR's help?

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.

Have you worked on many redundancy cases?

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.

Have you got examples of your previous work providing redundancy support?

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.

See our general FAQ for more information on our approach and services.

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Additional Information on Redundancy

It’s never too late…

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0203 319 1649

contact@lighterhr.co.uk

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