Redundancy can be one of the most distressing events an employee can experience and should be a last resort.
This factsheet suggests alternative approaches employers can consider and provides guidance on managing redundancy when it's unavoidable. It looks at the steps in the redundancy process, including identifying the pool for selection, seeking volunteers, selection for redundancy, consulting employees, appeals and dismissals, offering suitable alternative employment and redundancy payments.
This factsheet was last updated by Rachel Suff: Senior Employee Relations Adviser, CIPD
Rachel informs CIPD policy thinking on health and wellbeing as well as employment relations. She has over 25 years’ experience in the employment and HR arena.
This quarterly survey is one of the most authoritative employment indicators in the UK and provides forward-looking labour market data and analysis on employers’ recruitment, redundancy and pay intentions
Rachel Suff, the CIPD's Senior Policy Adviser on employee relations, analyses the CIPD’s recent submission to the UK Government’s consultation draft Code of Practice on dismissal and re-engagement
Understand the benefits of talent management, and key features of a talent management strategy
Learn why organisations use business partnering, how it’s implemented and how it can shape successful relationships across the organisation.
An overview of HR outsourcing, its use within organisations and its alternatives