Redundancy is a very stressful and emotional time for all involved. It is important to communicate with employees early and give them time to process the news.
It is also good practice to have a clear policy in place and to make this available to those affected, so that they have an idea of what to expect. This may help them feel that their concerns are being taken seriously and that the company is trying to do its best for everyone.
When businesses have to make redundancies it is important to offer alternative options. These can include retraining and redeployment, which help save jobs without having to resort to cutting people loose.
This option can be a great way to keep key employees and reduce costs for the business. It can also reduce the amount of redundancy payments as the person will still be working for the company and receiving a wage.
Offer Right Of Appeal
If an employee is selected for redundancy based on a criteria other than their performance, they must be offered a right of appeal. For example, if an employer uses disciplinary records or attendance to determine who gets made redundant, they must ensure these are up to date and that the person in question has been given a fair hearing before any ruling is made. Also, an employer should never use redundancy as a way to get rid of difficult or underperforming employees. This is illegal, and could lead to wrongful termination suits.