You might be thinking about how to make redundancies in your organisation. Despite Covid-19 and the impact this is having on the economy, you must still comply with UK employment legislation when making staff redundant. There are steps you have to take, and in this section, we will educate you on the first part of this process.
At Risk Meeting
You need to outline the business reasons for making redundancies. Employees should then be told about this and put “at risk of redundancy”. In this short video, we demonstrate how you may conduct the initial at risk meeting.
You need to consult with employees when you are proposing to make redundancies. This involves explaining why the role is being made redundant, explore any alternatives to redundancy and listen to their views.
If you are proposing to make up to 19 redundancies, there are no rules about how you should carry out the consultation or timeframe. We would still advise you to follow a consultation process, which would involve a series of meetings.
In our experience, how to make redundancies can be achieved in less than 30 days. However, the key factor is to demonstrate meaningful consultation. If you’re making 20 or more redundancies at the same time, you need to comply with collective redundancy rules. This means you will need to consult with elected employee representatives or a trade union representative (if a collective agreement exists).
Collective consultations must cover:
- Ways to avoid redundancies
- The reasons for terminating employment
- How to keep the number of dismissals to a minimum
- How to limit the effects for employees involved, for example by offering retraining
Length of consultation
There’s no time limit for how long the period of consultation should be, but the minimum is:
- 20 to 99 redundancies – the consultation must start at least 30 days before any dismissals take effect
- 100 or more redundancies – the consultation must start at least 45 days before any dismissals take effect
Do You Need Help with Redundancies?
This can be a confusing process. However, it doesn’t have to be. At The HR Booth, we rely on decades of combined experience to find alternatives to terminating employment if possible or, if not, to execute the process with skill and according to proper procedure.
Learn more about our redundancy services by contacting us on 01383 668178 or email@example.com. We look forward to answering any remaining questions you may have.
Need more help on how to make redundancies?
Why not join us for our webinar on How to Manage Redundancies Effectively and Legally on Thursday 7 May 2020 at 10am to 11.15am? You can reserve your space by emailing Calum – firstname.lastname@example.org