As an employer you have a legal duty to adhere to guidelines regarding redundancy, how the process is managed and whether or not you are fair and transparent throughout.

  • Have you considered alternatives to redundancy?
  • If one role is becoming obsolete don’t make the common mistake that employers do of presuming that the individual occupying that post is placed in a selection criteria of one!
  • If an independent person were to assess all the documentation would your process be deemed open, fair and transparent?
  • Be mindful of discriminating against those with protected characteristics under the Equality Act 2010

If you are considering redundancy or a restructure in your organisation it is advisable that you seek professional advice on the matter before communicating anything with your workforce.