Watt about Redundancy?

Claire Watt
Aug 4
2 min read

Redundancy is never easy. But sometimes, it' s unavoidable.

Handled poorly, redundancy processes can damage culture, engagement and reputation. But done well, they can actually reinforce your values and show your team what kind of employer you are. This guide outlines how to deliver a legally compliant process that also supports your people, protects your brand and strengthens your culture

What the law says (and what good practice looks like)

If you are making fewer than 20 people redundant (within a 90-day period):

Don't decide who's going before you start the process. Keep an open mind.
Identify the roles at risk and pool employees who do similar work (regardless of job title).
Clearly communicate when someone is at risk and what the consultation will involve.
Be open to ideas from employees to avoid redundancy, such as alternative cost savings.
Consult on fair and non-discriminatory selection criteria.
Don't impose a set 30-day consultation period. Make it meaningful.
Calculate redundancy pay (and pay in lieu of notice) using contractual terms or the average of the last 12 weeks' pay.
Include guaranteed overtime, bonuses or commissions in redundancy pay, where relevant.
Provide written confirmation of redundancy decisions, including scores, notice, final day, redundancy pay and appeal process.
Don't share other employees' scores (GDPR breach).
Actively look for suitable alternative employment within the business and offer it, where possible. Allow a 4-week trial period for suitable alternative roles.
Offer a fair appeals process (e.g., 5–7 days).
Hear appeals in person with an impartial chair and allow accompaniment.

If you are making more than 20 people redundant:

All of the above applies.
You need to consult with employee representatives, not individuals. If you don't have employee reps already, let staff elect them.
Remember there are extra rules if you're making 100+ people redundant (longer consultation periods, notifications to government

Download the full guide on Redundancy here: