You might find yourself one day having to make the difficult decision to make your employees redundant. According to recent research, the number of planned redundancies in the UK has rocketed by a whopping 54% in the 12 months leading up to July. That's a significant leap, totalling 237,017 planned job cuts in 2022/23, compared to 153,635 in the previous year. If you’re considering redundancy, you need to: Plan before you act Any company considering redundancies should plan meticulously. The first step is to determine how many redundancies are on the horizon (if there are 20 or more, you’ll need to carry out collective consultation). Gather all the necessary information that employee representatives will need and ask for. This preplanning stage is vital because it sets the tone for a well-structured and transparent process.
Collective consultation When it comes to collective consultation, it’s all about inclusivity. Take the time to properly plan, and don't underestimate the importance of involving all relevant stakeholders. Inclusivity requires transparency and can help reduce some of the anxiety that often accompanies redundancy discussions. A well-planned collective consultation can typically be wrapped up in two to three weeks. It might sound like a tight schedule, but it's doable with the right preparation.
Selecting the right criteria The selection process is a part of redundancy planning that requires more careful consideration. Think about your desired selection criteria and scores for employees in pools. This ensures a fair, justifiable, and, most importantly, objective selection process. You have a certain degree of discretion when it comes to selecting criteria, but they should be as objective as possible. There should be no room for discrimination in any of the criteria. It's all about making the process transparent and fair, so employees understand why you’ve made certain decisions. Support and communication Handling redundancies is not just about following employment law to the letter; it's also about demonstrating empathy and understanding. Supporting affected employees at this time can make a world of difference.
If you need further advice or a helping hand, get in touch. Book a call with me at www.dittonhr.co.uk
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