In part two, we are looking at a Redundancy Consultation. You might be thinking about making 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. We shared details on how to conduct the at Risk Meeting last week, if you didn’t catch it you can view it here
You need to consult with employees when you are proposing making redundancies. This involves explaining why the role is being made redundant, explore any alternatives to terminating employment and listen to their views.
If you are proposing to end up to 19 jobs, there are no rules about how you should carry out the redundancy consultation or timeframe. We would still advise you to follow a consultation process, which would involve a series of meetings. In our experience, this can be achieved in less than 30 days but the key factor is to demonstrate meaningful consultation.
In this short video, we demonstrate how to conduct a consultation meeting when 1-1 consultation is required. This is where less than 20 redundancies are proposed. There is no statutory right for an employee to be accompanied at these meetings, so therefore it’s up to you whether you want to offer this or not. We would normally advise to do so, either allowing a colleague or Trade Union representative. This ensures your employee is supported in the meeting, in what is a very difficult and stressful process.
Things to consider at Consultation:
- Discuss business reasons as to why you are proposing making redundancies
- The Coronavirus Job Retention Scheme
- Part Time Working/Reduction in hours/flexible working patterns
- Other roles in the organisation
- Reduction in salary which could reduce number of redundancies required
- Opportunities for taking unpaid sabbatical
- Defer any bonus payments due
- Discuss whether any contractual or other employee benefits can be reduced/stopped
- Review discretionary spend and make savings where you can
- Simplify your working processes and reduce costs – ie home working
- Recruitment freeze
- Support available for your employees at risk of redundancy – interviews, outplacement, CV writing etc
Whilst your employee is going to be upset and could try and argue the business reasons you have presented, it’s important not to get embroiled in a debate about these reasons. Present in a professional, logical manner and give your employee an opportunity to vent and ask questions. It’s important you show compassion and listen to their views and concerns.
Take notes of what’s discussed. There may be questions you can’t answer, so document these and ensure you provide feedback by the time you next meet. Any agreed actions should be documented.
We would also suggest you and the employee sign the notes, along with their representative. If you can’t provide these directly after the meeting, do so as early as possible.
Redundancy consultation meetings might be carried out via video technology, depending on the circumstances in your business. You could get agreement to record the consultation meeting – if so, please ensure GDPR regulations are adhered to in terms of where such a recording will be stored and who has access. If you need some help in planning for the consultation meeting, you can check out the video again here.
Do You Need Help with Redundancies?
Redundancies 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 redundancies 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 about redundancy consultations you may have. We are also hosting a webinar on How to Manage Redundancies Effectively and Legally on Thursday 7 May from 10am to 11.15 am.
You can reserve your place here