Firstly it is important to ensure that you have done all you can to avoid redundancies. This means releasing any freelancers or self-employed contractors, reducing overtime, avoiding active recruitment, filling vacancies elsewhere with existing employees and so on.
If you’ve come to the conclusion that there’s no other option, you’ll then need to decide which roles will be made redundant. But this needs to be done so fairly and you should focus on the roles to be made redundant – not people. You cannot decide based on pregnancy, part-time employment, age or race and so on. You may look at skills, ability, attendance, length of service and more.
When you’ve made a decision on the roles that are at risk, the next step is to hold redundancy consultations. You must work through the consultation process in full; going ahead without doing so may mean that employees can claim the redundancy process/dismissal was unfair.
If you’re making twenty or more employees redundant within a 90-day period, you will need to follow collective consultation rules and submit an HR1 form to the Secretary of State via the Insolvency Service’s Redundancy Payments Service (RPS). You will need to consult for at least 30 days, increasing to 45 days if you propose to make 100+ redundancies.
In order to safely bring the contract of employment to an end you must issue the employee with proper statutory or contractual notice.
Minimum statutory notice periods are as follows:
To qualify for a statutory redundancy payment (SRP), employees must have at least two year’s continuous employment.
The amount of statutory pay can vary based on their age and the length of their employment. If you’re not sure on what this would be, it might be best to seek advice.
Employers may choose to enhance redundancy pay and this should all be decided ahead of the process commencing.
Yes. Harwood HR Solutions provides redundancy support customised to the unique requirements of each business. Whether you’re a small enterprise or a larger organisation, our services are designed to align with your specific operational and workforce considerations.
Effective redundancy support ensures transparent communication and fair procedures, which can help sustain employee morale during challenging times. By managing the process with sensitivity and clarity, businesses can foster trust and minimise uncertainty among remaining staff.
The duration of the redundancy process varies depending on factors like the number of employees affected and the complexity of the situation. Harwood HR Solutions assists in creating realistic timelines to ensure the process is conducted efficiently and in compliance with legal obligations.
Redundancy procedures must adhere to UK employment laws, including fair selection criteria, consultation requirements and appropriate notice periods. Harwood HR Solutions ensures that all legal aspects are meticulously addressed to mitigate risks and uphold employee rights.
Yes. We provide training for management teams to equip them with the skills necessary to handle redundancy processes effectively. This includes guidance on conducting consultations, delivering difficult messages and supporting affected employees.
Absolutely. Managing redundancies with professionalism and empathy can enhance a company’s reputation. Harwood HR Solutions helps businesses navigate the process in a manner that reflects positively on their commitment to fair and respectful treatment of employees.
Businesses of all sizes and sectors can benefit from redundancy support, particularly those undergoing restructuring or facing economic challenges. Harwood HR Solutions has experience across various industries, providing tailored support to meet diverse organisational needs.
Yes. Our support extends beyond the redundancy process, offering ongoing HR assistance to help businesses adjust and move forward. This includes advice on workforce planning, employee engagement and rebuilding team dynamics.
Businesses should avoid inadequate communication, lack of proper documentation and failure to follow legal procedures. Such oversights can lead to employee dissatisfaction and potential legal challenges. Harwood HR Solutions provides guidance to help businesses navigate the process correctly.
Yes. We offer outplacement services to assist employees in transitioning to new opportunities. This includes career counselling, CV writing assistance and interview preparation to support their next career steps.
Our retained HR service offers you all the benefits of having your own HR department, but at a fraction of the cost.
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