Redundancy is where you no longer need a staff member to carry out a job role. For example, if your business undergoes restructuring or changes its service output, you may need to dismiss some employees. If you need to make affected employees redundant, you must conduct a fair procedure and a lawful redundancy process. Otherwise, you may face a tribunal claim for unfair dismissal. This article will explain what you should and should not do as an employer when faced with potential redundancies in England.<\/p>\n\n\n\n
Before going ahead and making employees redundant, you should exhaust all alternatives. Alternative options for making staff redundant include:<\/p>\n\n\n\n
If you find your staff an alternative role in your business, they do not have to accept it immediately. Instead, they should be able to trial the position for four weeks. If you offer your staff more than a four-week trial, you should agree to this in writing.<\/p>\n<\/div>\n\n\n\n
If you have to start potentially making redundancies, ensure that you are open, genuine and fair throughout the process. This means that you should keep your employees aware of what is happening, even if you are not legally required to consult your employees collectively. <\/p>\n\n\n\n
In addition, you should show that you are genuine when considering potential redundancies. You can do so by referring to the potential redundancy as a \u2018proposal\u2019 and listening to your employees’ views. If you act openly, genuinely and reasonably, your staff are more likely to understand your position and accept that redundancies may be necessary.<\/p>\n\n\n\n\n\n Continue reading this article below the form\n <\/i>\n<\/a>\n