Redundancy Process: Avoiding Legal Troubles

Redundancy

Redundancy is a special situation in which a role is no longer required. It’s not intended to remove a Poor Performer (for that, see dismissing staff next). However, when deciding who to make redundant, it generally makes sense for employers to choose the Poor Performers first.

Redundancy is a serious matter. The law requires employers to follow a transparent and objective process. If you have regularly benchmarked employees against the Great Performance Profile, this is an acceptable assessment because it uses objective criteria such as Key Competencies and performance.

In some cases, employers may need to consult with employees and their representatives to explain the reason for redundancies and discuss the selection criteria. Employees may be able to appeal the decision if they feel the process was unfair.

Employees may be eligible for redundancy pay and adequate notice in accordance with employment law and company policies.

Because redundancies can be legally quite complicated, I recommend seeking advice from an employment solicitor or HR professional. It should go without saying that throughout the process, you must treat employees with respect and dignity.

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