Redundancy can be one of the most distressing events an employee can experience. Organisations making redundancies can be negatively impacted too, with low staff morale and reduced motivation leading to reduced productivity and profitability. Redundancy processes should therefore 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 Lisa Ayling and Rachel Suff.
Lisa Ayling: solicitor and employment law specialist
Lisa is a lawyer with many years’ experience of contentious and non‐contentious employment law. As well as writing and editing employment law content for the CIPD, Lisa lectures extensively on employment law, including years as a senior lecturer and leader of the employment team at BPP University and on the LLM programme at Kingston University.
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.
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