Redundancy

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.

Holding Redundancy Consultation Meetings

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.

Key Considerations for a Redundancy Consultation Meeting

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:

  • Right to Representation: Employees have the right to be accompanied by a trade union representative or a colleague for support during the consultation meeting.
  • Privacy and Confidentiality: Meetings should be held in a private setting to enable open and honest discussions in confidence.
  • Clear Communication: Employers must detail the reasons for the redundancy situation and provide ongoing updates throughout the process.
  • Consideration of Alternatives: Employees should be given the opportunity to propose alternatives to redundancy, which the employer should genuinely consider before making any final decision.
  • No Premature Decisions: Any decision regarding the dismissal of staff should not be made until after the consultation period has ended and all alternative options are considered.

Our Role in Conducting Redundancy Consultation Meetings

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.

Contact HR Onsite Today

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.

Frequently Asked Questions

What is the role of a trade union in redundancy consultations?

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.

What information must employers provide to employees?

Employers must provide employees with information about the proposed redundancies to include:

  • The business reasons for the proposed redundancy.
  • The number of redundancies being considered.
  • Any alternative measures that may prevent compulsory redundancies.
  • The selection criteria used to fairly select employees for redundancy.
What are the employer’s obligations during a redundancy consultation?

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.

Can an employee refuse to participate in a redundancy consultation?

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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