As the UK is now officially in a recession there is, unfortunately, talk of redundancies to come as businesses struggle to weather the storm. It is probably smaller businesses that are going to weather the brunt of that storm. Although the furlough and job retention schemes have helped, it is still possible that there is still the need to consider redundancies in order to keep a business afloat.

If you are in this position, and we honestly hope you are not, we outline below some advice that could help you with a fair process.

1.

Employees that are at risk of redundancy must be selected fairly, using objective criteria – this will help you should anyone contest this.

2.

All employees must be informed that redundancy is on the cards and the reasons for it explained.

3.

Ensure that employees are allowed to consider and comment on the employer’s proposals, so they can suggest alternatives roles and hours during the consultation period.

4.

Hold three meetings with each individual that is at risk of redundancy over seven to ten days.

5.

The first meeting is to tell the employee that they are at risk and explain the reasons why.

6.

The second meeting should take place to discuss any alternatives to redundancy, such as an alternative role or less hours.

7.

If by the third and final meeting there is another alternative, the employee should be advised that the role is now redundant in writing and that they have the right to appeal.

If you need any further advice, then please get in touch.

Pride in People