A fair redundancy procedure will depend on the facts, particularly the number of proposed redundancies, the reasons for the redundancies, whether a selection process is required and whether you recognise a union. Therefore, the procedure checklist outlined in this section is for guidance only.
As a minimum, you should make an announcement about the potential redundancies and then hold at least one individual consultation meeting before inviting the employee to a dismissal meeting, with a right of appeal. The process may, however, have to be longer depending on what issues come up during the consultation process.
If there are 20 or more proposed redundancies over a 90 day period, you will also need to comply with your collective consultation obligations.
The procedure set out below is considered in more detail in the individual sections. We also look at alternatives to redundancy and whether you should have a redundancy policy in place.
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