Business’s requirements are evolving and changing all the time which can lead to restructuring or redundancy programmes. A business may wish to relocate, undertake an internal reorganisation to improve efficiency, or may invest in technology which results in changes to some job functions. Economic pressures may mean that a business is struggling and it needs to reduce its employee numbers or else close part of the business or less commonly, close the business altogether.
All of the above scenarios may result in the need to make redundancies to facilitate the business’ continued successful trading. It is important to ensure that a fair objective procedure is followed in connection with any redundancy process, to minimise the risk of an employment tribunal claim.
We can work with you to develop a strategy and budget at the outset and then guide you through a fair redundancy process.
It is essential that you comply with the law in relation to consultation and selecting the appropriate roles for redundancy.
A typical redundancy procedure will include:
- Announcement of a redundancy situation;
- Formally place employee(s) at ‘risk of redundancy’;
- If applicable, identify selection criteria/matrix used to score ‘at risk’ employees;
- Carry out individual consultation meetings with employee(s);
- Consider alternatives to redundancies (including suitable alternative employment);
- Advise employee(s) of their entitlements on redundancy; and
- Confirm redundancy dismissal.
Our employment law solicitors have extensive experience on advising throughout this difficult and stressful process. If you are considering a restructure or a potential redundancy situation, contact us today on 024 7623 1000
Contact one of our Solicitors in Coventry: email@example.com