Redundancy HR Advice for Businesses
Are you a business who need HR advice relating to redundancy? A redundancy can occur if there is work place closure or simply if there is a reduced requirement for employees to carry out work of a particular kind.
Redundancy is a fair reason for dismissal if it is the real reason. Of paramount importance here is the process and procedure. Specific timescales must be adhered to if more than 20 employees are at risk.
If under 20 employees are at risk employers must still follow a process that will involve a period of consultation and seeking out alternatives to redundancy. Employers may also offer trial periods of any alternative roles.
As with unfair dismissal the failure to follow a proper and legitimate procedure can render a genuine redundancy dismissal unfair.
The team can provide you with a suite of documents and related guidance as to how to carry out a redundancy process in accordance with current expected standards.
We work with you to tailor the documents to the particular circumstances and also to ensure that your communications protect your business but also reflect the tone you want to take with your employees.
Redundancy can be a very upsetting time for both parties and handled properly it need not always end in a dispute.
Remember that employees qualify for a redundancy payment after 2 years’ continuous service.
You must also make a notice payment and settle any outstanding holiday pay entitlements.
We can also assist you with assessing all entitlements and any relevant calculations.