View our outplacement and career management services and step by step Redundancy Action Plan for Managers

The objective of redundancy should be to create an effective, streamlined workforce that are best able to take your business forward. Establishing well defined criteria for selection is the most effective way of ensuring that all employees are treated equally, and their benefit to the company is properly assessed. These may include:

• Skills – keeping a good cross section of skills can help keep your workforce balanced and effective.
• Performance – you may wish to retain your hardest-working team members. You'll need documented evidence to support your decisions to avoid possible complaints of unfairness.
• Attendance – this is a valid criterion if applied fairly and consistently. Ideally, in order to ensure that the selection process is as fair and equal as possible, a combination of the above criteria should be used.

Redundancy Consultation

Consultation is a vital part of the redundancy process, both in terms of reducing the likelihood of unfair dismissal claims, and in keeping those who stay motivated and informed.

Rumours and speculation will be rife in times of change such as these. It is vital to be as open and honest as possible in order to avoid unnecessary confusion. In particular, let those at risk know at the earliest possible stage the reasons for the redundancies, the positions and departments affected, the likely number of employees at risk, and what criteria you will be using in the selection process. You should also keep them informed of timescales.

Continuing to communicate with both "at risk" staff and those who will be staying behind throughout the process will help to keep bad feelings to a minimum, and reduce your exposure to claims of unfair dismissal.

Outplacement

Whilst it is not a legal requirement, it is considered good practice to give as much practical assistance to those who have been selected for redundancy as possible. This may include offering help on looking for alternative employment, guidance on CV writing and interview techniques, and advice on financial planning in the interim. "Smoothing" the path out in this way will help to maintain good relationships even with those employees who are leaving – again reducing the likelihood of complaint or legal action.

Redundancy Management Services

Recrion's HR experts can offer professional and sensitive assistance with all elements of the redundancy process, from choosing your selection criteria and notifying those at risk, to calculating redundancy "packages" and offering follow-up support for those whose positions become obsolete. Contact us for more information.

Breaking news…

Recrion is facilitating a government scheme to help employers and employees affected by redundancy.   See if you or your employees are eligible for FREE career's advice and training