Help to tackle the tough decisions
The first point to bear in mind is the number of people you need to make redundant.
- If you are making up to 20 people redundant, you will have to start a formal process of consultation with the individuals. And it's usually a good idea to consult their union representatives too.
- If you are going to make 20 or more employees redundant within 90 days, you must consult with all the employees individually as well as the employees' trade union(s) or other elected representatives at least 30 days before the planned redundancies.
At the beginning of the consultation period, you must provide written information detailing the following:
- Why you need to make redundancies
- How many and what categories of employees are involved
- The total number of people you employ in each of these categories
- How you plan to choose who you will make redundant
- How you will carry out redundancies
- How you will work out redundancy payments
This process does not have to end in agreement with the employee or their representatives, but you must carry it out with a view to reaching agreement. You will also need to show that you've looked at ways of avoiding the redundancies or minimising their effect.
Skillset can offer you a package of support for your employees through their careers advice and guidance sessions. Contact Skillset Careers to request information about this offer.
For further information on issues relating to redundancy, Business Link offers detailed guidance. It is also worth consulting resources such as:
- Redundancy consultation and notification - Guidance (Source: Department for Business, Enterprise and Regulatory Reform)
- Redundancy (Source: Advisory, Conciliation and Arbitration Service)
Getting familiar with the views of the various unions and guilds that represent your employees might help you working out the best possible compromise for everyone.
