Redundancy bumping & fair dismissal
When dealing with redundancies, employers have to meet specific requirements to ensure the fair and lawful dismissal of employees. This includes having a genuine reason for any redundancy and following the correct redundancy procedure. Redundancy bumping is a specific and complex aspect of the redundancy process, which employers should give full consideration to when making […]
Redundancy during maternity leave: HR guide
The process of making employees redundant is rarely straightforward, but can be further complicated where the law affords the worker additional protections, such as if the employee is pregnant or on maternity leave. This guide will explain the key issues for employers dealing with redundancy during maternity leave, to help ensure fair and lawful handling […]
HR1 form: redundancy notification
If your organisation has to make more than 20 people redundant, the Secretary of State must be notified of this intention. Failure to do so without justification may result in prosecution and/or a fine for the company or any of its officers. Advance notification of the redundancies is made using the HR1 Form. If you are […]
Offering voluntary redundancy
Employers should consider all workforce options before pursuing compulsory redundancies. This includes offering voluntary redundancy. As a way to reduce headcount, ‘self-selection’ for redundancy can bring a number of benefits. Voluntary redundancies are generally more straightforward to deal with than compulsory redundancies, and entail less stress and animosity between the employer and affected employees. This […]
Collective Consultation (Redundancy Guide)
Consultation with any affected employees is a requirement in any redundancy situation, but where an employer is considering collective redundancies, a collective consultation exercise may also be required. Failure to comply with the legal requirements for collective redundancies can be a costly error and may also adversely affect employee morale and the business’ reputation in […]
Individual redundancy consultation: HR help
The process of managing individual redundancies differs from that of collective redundancies, including the individual redundancy consultation requirements. This makes it important for employers, HR and managers to understand the difference and follow the correct and lawful procedures to avoid tribunal claims. Making an employee redundant Employees become redundant if you are no longer carrying […]
Settlement agreement instead of redundancy?
As an alternative to redundancy dismissal, employers will often consider using settlement agreements to bring affected employees’ employment contracts to an end. Terminating employment through a settlement rather than redundancy means the employer does not have to follow the full redundancy process and removes the associated risk of tribunal claims. A settlement agreement can often be […]
Redundancy notice period guide for managers
Employers making workers redundant have to follow a fair and lawful redundancy process. As part of this, employers must ensure affected workers are given their legal entitlement to redundancy notice and pay. Failing to meet your obligations can expose your organisation to claims for unfair dismissal. In this guide for employers, we explain the rules on […]
Redeployment rights & redundancy
During the redundancy process, one of the requirements on the employer is to explore all suitable alternatives to making someone redundant. This could include considering options to redeploy the worker to a different role or a different part of the organisation. Redeployment, however, a complex area of the redundancy process, and employers must approach this […]
Furlough redundancy process guide
Employers with workers on furlough must start to prepare for the end of the Coronavirus Job Retention Scheme (CJRS), which is fast approaching at the end of September. While many workers may be able to return to work and resume duties, the reality for some employers is that their furloughed workers may be at risk […]
