Redundancy

Holding Redundancy Consultation Meetings

What is a Redundancy Consultation meeting?

Redundancy is defined in the Employment Rights Act 1996 and it is one of the most difficult of the five fair reasons to dismiss an employee because there are several steps to follow within the procedure. Failure to follow a correct procedure could result in a finding of Unfair Dismissal by an Employment Tribunal.

Before any dismissals take place an employer must consult with the affected staff to look at any alternatives to making anyone redundant, or reducing the number of compulsory redundancies.

The consultation meetings must be meaningful and not just a ‘tick box’ exercise.

The time frame for the consultation period will depend upon the number of potential redundancies the company is considering making.

HR-Onsite’s role in conducting redundancy consultation meetings

HR-Onsite will discuss with you the reason for making redundancies, the number of employees in scope for redundancy when you are looking to make redundancies and will assist with the calculation of redundancy payments.

We will attend your site to hold individual or collective consultation meetings and obtain any suggestions from employees to avoid redundancy or reduce the number of redundancies.

We will continue to meet with the affected staff throughout the process to bring it to a conclusion.

We will provide you with all the necessary documentation to issue to employees regarding the outcome of the redundancy process.

Need to hold redundancy meetings?

  • If you need to hold consultation meetings with your staff, contact HR-Onsite as soon as possible.
  • You should provide us with the business case for making redundancies, or we can help in drafting the business reasons.
  • We will then meet with the affected staff to hold the consultation meetings.
  • We provide you with a detailed report to resolve the matter.

FAQ's

If the company recognises a trade union, they must inform the representative of the company’s intention to make redundancies. The role of the trade union is to represent the interests of their members and to provide advice and support to the employees during the consultation period.

The company must provide affected employees with information about the proposed redundancies to include the reason for the redundancies and any alternative they have considered that would avoid them making staff compulsory redundant.

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 redundancies or to reduce the number of proposed redundancies.

Employees can refuse to participate in the redundancy 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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