Redundancy is never an easy process, but when businesses face unexpected challenges, restructuring may become necessary. This can be a difficult time for both employers and employees, as redundancies often impact individuals who have done nothing wrong but find themselves facing job loss due to business circumstances.
Before any redundancy is confirmed, it is a legal requirement to consult with the affected employees. These redundancy consultation meetings provide an opportunity for employees to discuss their concerns, suggest alternative solutions, and understand their rights during the process.
At HR-Onsite, we understand that redundancy consultation meetings can be difficult and emotive. We ensure they are conducted in an open and transparent manner ensuring staff have the opportunity to raise their concerns and have their questions answered.
Whether it’s an individual or a group of employees who are facing redundancy, we attend your site to hold the meetings and will ensure the consultation process is meaningful and accord with ACAS guidance. We will hold follow-up meetings where necessary before any final decision is made. Rest assured, the final decision on whether to make any employee redundant will be yours to make.
We remove the stress and pressure on you to enable a smooth as possible process while maintaining professionalism and compliance with employment regulations.
If the company recognises a trade union, it must inform the union of any planned redundancies. The trade union’s role is to support and represent employees, ensuring their rights are upheld throughout the consultation process.
Employers must share essential details regarding the redundancy process, including:
The business reasons for the redundancy proposal.
The number of redundancies being considered.
Any alternative measures that have been explored to prevent compulsory redundancies.
The selection criteria being used (if applicable).
Employers are legally required to consult with affected employees before making any final redundancy decisions. They must:
Engage in meaningful discussions with employees.
Consider any proposals or alternative solutions suggested by staff.
Conduct a fair and transparent process, ensuring compliance with employment law.
Employees can decline to participate if they have a valid reason. However, refusing without justification may impact their rights regarding redundancy pay and could potentially lead to disciplinary action if their refusal disrupts the consultation process.
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