This factsheet outlines key developments in 2025 affecting workforce management.<\/p>\n <\/div>\n \n\nDownload Now<\/a> <\/section>\n <\/div>\n\n\n\n\n The most important point to consider when considering redundancy<\/a> is that it must be used as a last resort, and you should attempt to find alternative solutions in the first instance. This is because the general notion is that businesses must avoid or reduce (insofar as is possible) the need to make their staff redundant. <\/p>\n\n\n\n In the first instance, businesses should seek to consider alternative options such as: <\/p>\n\n\n\n In addition, you may consider reducing your staff’s working hours or temporarily laying them off<\/a> until business picks up again or the business resolves any financial problems if you have the contractual right to do so. Short-time working or temporary layoffs can be a useful tool in your arsenal as a suitable alternative to redundancy.\u00a0<\/p>\n\n\n\nConsidering Redundancy<\/h2>\n\n\n\n
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Case example: <\/strong><\/td><\/tr> Mark is the managing director at a large distribution company. Unfortunately, there has been a downturn in clients, which has meant that there has not been enough work for his employees and that there will not be enough money in the business to sustain paying all of the employees with the reduced clientele.
As such, Mark begins looking for ways to reduce his business costs and considers moving to smaller premises and making the admin staff work remotely; placing some of the distribution staff on shorter hours; and implementing a salary reduction for the senior leadership team and reducing employee benefits.
After Mark considered the above, he concluded that enough savings could be made to avoid compulsory redundancies.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n\n\n Continue reading this article below the form\n <\/i>\n<\/a>\n
The key consideration is that redundancies should only be considered if part or all of the business is considering the above and not for other performance-related reasons such as poor conduct or capability. These issues must be dealt with separately using disciplinary or capability procedures. <\/p>\n\n\n
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\n 2025 Key UK Employment Law Changes<\/div>\n
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