It’s unfortunate when a business needs to hold redundancy consultation meetings, not only because the business may be facing difficulties it didn’t expect, but also because the affected employees may not have done anything wrong yet find themselves facing dismissal.
Before any redundancy is confirmed, it is a legal requirement to consult with the relevant employees. These redundancy consultation meetings provide an opportunity for employees to ask any questions, propose alternative solutions, and understand their rights during the process.
The length of the consultation period depends on the number of redundancies being proposed. Regardless of numbers, meaningful and fair consultations must take place before any final decision is made.
Redundancy requires compliance with a fair process to avoid an Employment Tribunal claim being brought against a business already facing financial concerns. Best practice requires legal compliance such as:
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 at 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.
Let HR-Onsite ensure the process is handled professionally, fairly, and in full compliance with employment law.
Contact us today to discuss how we can support you through the redundancy consultation process.
If the company recognises a trade union, it must inform the union of any planned redundancies before the consultation process commences.
The trade union’s role is to support and represent employees, ensuring their rights are upheld throughout the process.
Employers must provide employees with information about the proposed redundancies to include:
The company must meet with the affected employees to discuss the proposed redundancies and offer them the opportunity to put forward any thoughts, ideas, or suggestions that would avoid the need to make them redundant, or would reduce the number of redundancies.
Employees can refuse to participate in the process if they have a genuine reason for doing so. If an employee refuses to participate without good reason they could be liable to disciplinary action.
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