Home > Advice on Redundancy and Restructuring for Employers in the UK

Advice on Redundancy and Restructuring for Employers in the UK

There are many reasons why a business may be going through a restructure, from operational to financial. Unfortunately, in some situations, the loss of jobs is inevitable during a restructure. A redundancy situation may arise from a restructure where an employer can no longer afford to maintain their wage roll due to a decline in business or where technology is a cheaper alternative. Our employment law experts are on hand to provide advice on redundancy and restructuring for employers.

How to deal with Staff Redundancies

If you are dealing with staff redundancies, it is essential that you get your redundancy strategy right and treat your employees fairly, as well as ensuring that you comply with the legal requirements or you may face an unfair dismissal claim at the Employment Tribunal.

At Davenport Solicitors, we understand that the threat of redundancy can cause a change in the mood of a workplace and redundancies are usually met with a wide range of reactions. Therefore, we provide practical legal advice to help our clients manage their redundancy process effectively.

For assistance with redundancy and restructuring, contact us today.

The Redundancy Process

A fair redundancy procedure consists of three stages:

  1. Following a fair selection process.

Employers must decide on a fair basis who will be selected for potential redundancy and decide on any redundancy pools of employees who have similar positions. Employers must be careful not to discriminate against a group of individuals on grounds such as age, disability, sex, marriage or race.

Employers should score those being considered for redundancy against objective criteria which may include skills and qualifications, performance and disciplinary records.

  1. Following a fair consultation process.

A fair redundancy process must be followed which allows the employees to raise their objections/concerns and suggest alternatives to redundancy.

  1. Considering alternative employment options.

If alternative employment can be found, an offer to an affected employee should be made.

An employee who accepts an alternative role should be given a minimum 4-week trial period. If after the trial period, it is agreed the position is unsuitable, the employee will still be entitled to their redundancy pay.

Read Our Step-by-Step Guide to Redundancies

Learn How to Correctly Use a Redundancy Pool

Redundancy plan creation for your business

Our redundancy plan will help you manage each stage of your redundancy process. If you want our assistance, we will provide you with advice on how to:

  • Avoid compulsory redundancies
  • Consult your staff
  • Select staff for redundancy
  • Give staff notice
  • Work out the correct redundancy pay
  • Support staff and plan for the future
  • Proceed with the redundancy process

Get in touch with us for advice and support with creating a redundancy plan for your business.

How we can help you

As experts, in redundancy and restructuring, we can provide specialist employment law advice to ensure that any changes you wish to make to your business are done in the most efficient and effective way possible.

For any redundancy & restructuring legal advice, contact our experts here.

Get in touch


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