£20.00
It’s hard to make a role redundant and its even harder to get your redundancy process right.
So, when you need to make tough choices about the size of your workforce, it’s important to follow the correct process and use the right documentation.
Description
Making a role redundant is a challenging decision, and getting the redundancy process right is even more critical to avoid potential claims for unfair dismissal. When employees are at risk of redundancy, it is essential to follow a robust redundancy selection process, using objective criteria such as skills, qualifications, disciplinary record, and attendance record. Employers must carefully select employees for redundancy based on a fair and transparent selection criterion, ensuring that the process is not automatically unfair. For example, discriminating against part-time workers or failing to consider length of service could lead to legal challenges. Documenting the process with written evidence is vital, as it may be required in employment tribunals. Settlement agreements can help resolve disputes amicably, but employers must ensure that the redundancy selection criteria and scoring system are fair and consistent. By following best practices, organisations can minimise risks and protect against claims while treating employees with respect.
