As an employer, having to let staff go is one of the most difficult decisions to make and should always be the last resort. It requires sensitive handling to ensure fair treatment of redundant employees as well as the morale of the remaining workforce.
Redundancy legislation and case law is complex, and employers must understand their obligations, including employees' rights and the correct procedures to follow.
Making redundancies is never easy and there are many considerations, regulations and rules to follow.
These are some of the factors to consider before making redundancies:
- avoiding redundancies
- considering voluntary redundancies or early retirement
- changing working hours or other working practices, such as working from home
- making a workable and clear plan
- offering support to all staff
- keeping staff informed
- ensuring you have followed UK laws and policies
- identifying and avoiding potential discrimination
Acas has information on how to manage staff redundancies and options.
The Government also has information on redundancies.
The CIPD has developed a fact sheet that which provides alternative approaches to consider and guidance on managing redundancy when it's unavoidable.
HEY local support for your staff
Alongside keeping your staff informed there are other ways you can offer support including the Skills Support for Redundancy, which offers fully-funded Level 2 and 3 courses to those working under notice of redundancy and for the remaining staff who might be moving into new roles.
For more information about this scheme click here.