This week we complete our series of articles covering the redundancy process. You may remember that our blog two weeks ago covered the decision making process once the consultation period has closed, and then giving notice of redundancy to those who will be leaving the organisation. We also included a guide to appointing individuals intoContinue reading “Redundancy appeals, time off to seek alternative work, and outplacement support for employees who are being made redundant.”
Category Archives: Redundancy
How to inform employees of a redundancy decision
So far in our series of articles explaining the redundancy process in detail we have covered reviewing the business then putting a redundancy plan together, announcing the plan to all employees ‘affected’ by the proposal, some important considerations such as the selection process for who should be made redundant from those at risk, and thenContinue reading “How to inform employees of a redundancy decision”
How to carry out Collective Consultation for Redundancies
Continuing our series of articles on the redundancy process and, as explained last week where we discussed individual consultation, this week we cover collective consultation when making redundancies. Carrying out collective consultation is a legal requirement when an organisation proposes to make twenty or more redundancies at one establishment within any 90-day period. You willContinue reading “How to carry out Collective Consultation for Redundancies”
How to consult individually when making less than twenty employees redundant
In this week’s article we continue our explanation of each stage of the redundancy process. So far we have covered reviewing the business then putting a redundancy plan together, announcing the plan to all employees ‘affected’ by the proposal and some other important relevant points to consider such as the selection process for who shouldContinue reading “How to consult individually when making less than twenty employees redundant”
Who and how to inform employees of a plan to make redundancies
In last week’s article we covered reviewing the business to see if redundancies are needed post Covid lockdown and if yes, how to plan it. Following on from that article, this week we look at the announcement(s) that may be needed to kickstart the process with employees. Surprisingly there are no legal guidelines regarding makingContinue reading “Who and how to inform employees of a plan to make redundancies”
Analysing post lockdown business strategies and putting a redundancy plan together
With the economy opening back up over the next month or two many businesses are now in a position where they will be able to start planning for what the ‘new normal’ will look like. For some this will necessitate restructures and other changes as staffing requirements will now be different when compared to lifeContinue reading “Analysing post lockdown business strategies and putting a redundancy plan together”
Removing underperforming employees with less than 2 years’ service from your business
It seems from my discussions with companies in recent weeks that, in line with my latest blog articles, thoughts are moving towards planning for when the Covid restrictions ease. The topic I have been asked about most involves employees who do not have the best attitude or performance, and have worked for the company forContinue reading “Removing underperforming employees with less than 2 years’ service from your business”
What are the main legal claims brought against employers in relation to redundancies?
Various types of claims can be brought against employers if they do not follow a fair and reasonable redundancy process. In this blog post I will explain the main ones companies need to be aware of, including compensation levels where a Tribunal finds in an employee’s favour. In addition to any awards made by aContinue reading “What are the main legal claims brought against employers in relation to redundancies?”
Is Collective Consultation needed for a small business?
Following a recent online event run by the Federation of Small Businesses several small business owners asked me about redundancy consultation. The prospect of Collective Consultation lasting 30 or 45 days was quite daunting and costly to them in their situation of needing to reduce staff numbers quickly, often to secure their company’s survival duringContinue reading “Is Collective Consultation needed for a small business?”
Redundancy and Furloughed Employees
Unfortunately but understandably most of the conversations we’re having with companies at present are around reducing costs, especially staff costs through redundancies. The vast majority of these companies have used the furlough scheme to support them through this incredibly difficult period. Whereas I am sure the government will reflect on whether certain aspects during theContinue reading “Redundancy and Furloughed Employees”