Considerations on Redundancy and Redundancy Procedure.

1. Establish if there is a genuine redundancy situation.

2. Establish how many redundancies are to be proposed.

3. If applicable consider the appropriate pool(s) of employees and if selection from a pool or pools will be necessary.

4. If applicable establish a proposed list of objective selection criteria.

5. Compile a list of alternative vacancies across the business or group.

6. Hold a meeting (as a group) with all employees who are “at risk” of redundancy.

7. Follow up from the group meeting with a letter and if applicable include a copy of the proposed selection criteria.

8. If less than 20 redundancies are proposed hold first individual meetings.

9. If more than 20 redundancies are proposed hold elections of employee representatives and consult with employee representatives.

10. Score each potentially redundant using the selection criteria and scoring guidelines.

11. Send a detailed letter to those employees that have been provisionally selected for redundancy inviting them to a meeting.

12. Consult with each employee provisionally selected at risk of redundancy at a first individual meeting.

13. If necessary convene a further meeting with the employee if there are any changes or considerations/concerns on the scores or scoring process.

14. Convene a second individual meeting and assuming that circumstances have not changed and that alternative employment has not, to date, been found make a decision on the employee’s redundancy and potentially notify of dismissal.

15. Follow up the meeting with a letter confirming dismissal.

16. Right of Appeal.

These are general points to consider when faced with a redundancy scenario, for expert advice please contact our employment team