When you run your business, you may employ staff to run it effectively. However, business circumstances can change, such as when profits are low, or you decide to reduce your business activities. Where this occurs, you may need to reduce your employee numbers and make redundancies. If so, you must follow any legal rules to honour your employee’s legal rights; otherwise, you could face an employment tribunal or a fine of an unlimited amount if you do not notify RPS within the correct time frame. Therefore, this article will explain legal rights during the redundancy consultation process.<\/p>\n\n\n\n
Redundancy is one way to dismiss employees from their job roles<\/a>. You may need to do this when you need to reduce the number of employees making up your business workforce.<\/p>\n\n\n\n As an employer, you must implement a fair process when making staff redundant from your business. This means that you carry out particular processes as part of your redundancy procedure, which includes consultation. If you do not consult your employees correctly during redundancy consultation, you could face a claim in an employment tribunal.<\/p>\n\n\n\n Redundancy consultation is one of the processes you, as an employer, must carry out when you go through the redundancy process<\/a>. This means that you must communicate with your employees unless they are on a fixed-term contract about:<\/p>\n\n\n\n Your collective consultation during a redundancy process does not mean that you and your employees must reach an agreement, but you should try to.<\/p>\n\n\n\n When considering what employment you may be able to offer, you should note that any suitable employment must be provided to any employee recently on or currently on any type of parental leave or maternity leave. <\/p>\n\n\n\n To determine the suitability of any jobs you can offer, you need to consider the following:<\/p>\n\n\n\nWhat is a Redundancy Consultation?<\/h2>\n\n\n\n
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