myHRdept has extensive experience of single and collective redundancies including within unionised environements. Call us on 01628 820515 to discuss your HR requirements or email us and we’ll call you!

• Assessment (with myHRdept) of who definitely could be affected, who might be affected and whether there are any less obvious solutions (there often are)
• A well constructed business case forms the base of an announcement to affected groups/individuals
• Employees who might be redundant are placed ‘at risk’
• Employees attend at least 2 X consultation meetings (with a companion)
• If selection is necessary, this is shared with employees before being carried out and employees in the ‘pool’ (those at risk) must be fairly and objectively assessed against the criteria (myHRdept will advise on fairness)
• If selected, ways are analysed in consultation with those still at risk about how to avoid the redundancy, or if unavoidable about how to mitigate its impact
• Once the decision to serve notice of redundancy dismissal has been made it is good practice (though not strictly legally required) to allow an appeal opportunity.

The above is an indication only.  There are a myriad of possibilities on the approach, which might include the use of voluntary redundancy schemes and/or settlement agreements to mitigate any legal risk. The golden rule in any redunancy scenario is to cut the fat, not the muscle and so it is vitally important to ensure that whatever method is used, the people with the best skills, experience and work ethic are retained.

myHRdept has extensive experience of single and collective redundancies including within unionised environements. Call us on 01628 820515 to discuss your HR requirements or email us and we’ll call you!