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Redundancies

Redundancy is a particularly complex area of employment law, meaning the margin for error is high. How do you turn your plans into a functioning process that doesn’t expose you to future Employment Tribunals?

From determining whether your organisation is in a genuine redundancy situation to understanding redundancy pay and settlement agreements, support from named experts will help you to transform complex legislation into a series of manageable steps.

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Advice, guidance and reassurance

Whether you’re looking at single redundancies or collective consultation, navigate the process as painlessly as possible and limit the potential for claims with our end-to-end redundancy support.

From step-by-step Employment Law advice to bespoke HR Consultancy support tailored to the needs of your business, our highly-qualified experts can help you to make necessary business decisions confidently and compliantly. No guesswork, no unnecessary pressure on those involved.

Relieve pressure, reduce legal risk

Mismanaging the redundancy process – selecting employees for an unfair reason or overlooking certain procedural elements – can result in Employment Tribunal claims. You must also consult every step of the way, deal with queries and concerns, and be able to justify your decisions. Understandably, many employers don’t feel equipped to handle these situations without proper support.

Whether you need a dedicated Employment Law specialist to help you properly consider your proposals, craft legally-compliant documentation and guide you through the redundancy exercise, or more hand-holding HR Consultancy support, ranging from a review of your business case to full end-to-end project management, we can help. Protect against financial and reputational risk, relieve pressure on management time, and focus on your strategic vision with complete peace of mind.

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iStock-1251314149

How do you make an employee redundant?

Making an employee redundant involves a fair and legally compliant process. Under the Employment Rights Act 1996, redundancy may occur if the business ceases to trade, a specific site closes, or there is a reduced need for employees to carry out work of a particular kind. Once an employer is satisfied that they are in a genuine redundancy situation, the next step is to develop a business case that clearly outlines the reasons for the decision, the proposed selection criteria and the consultation process. Employees should be informed as early as possible, with clear written communication regarding the roles at risk, the rationale for redundancy, and the intended timeline.


Regardless of the number of redundancies being proposed, individual consultation is a crucial part of the process. It gives employees the opportunity to ask questions, challenge the rationale, and suggest alternatives before any final decisions are made. If selecting from a pool, employers will then need to come up with selection criteria. This must be objective, fair and non-discriminatory. Documentation is crucial at every stage to demonstrate that the process was handled correctly. If redundancy is confirmed, employers must provide affected employees with appropriate notice, explain their rights, and offer any alternative roles. Employees with at least two years of consecutive service may be entitled to statutory redundancy pay, calculated based on age, length of service, and weekly earnings (subject to the statutory cap). Employees also have the right to a four-week trial period in a suitable alternative role without losing their right to redundancy pay.

How long does the redundancy process take?

The length of a redundancy process depends on the number of employees affected and the employer’s legal obligations. For businesses making fewer than 20 redundancies within a 90-day period there is no minimum consultation period, but the consultation should be meaningful and allow sufficient time to discuss the reasons for redundancy and explore alternatives, such as redeployment. For larger-scale redundancies, specific consultation periods apply: at least 30 days for 20 to 99 redundancies and at least 45 days for 100 or more redundancies.


During the consultation period, employers must inform employees of the reasons for the proposed redundancies, the selection criteria, and any potential alternatives, such as alternative roles. The length of the process can vary significantly – in smaller organisations, it may take a few weeks, while in larger businesses, it can extend over several months. Employers should ensure that the consultation is genuine and well-documented to reduce the risk of claims for unfair dismissal.

Popular FAQs

Common redundancy queries and questions about our service, answered by our Employment Law and HR specialists.

If someone is made redundant, can they be replaced?

How long after making someone redundant can you re-employ?

Can employers claim back statutory redundancy pay?

Can I make an apprentice redundant?

Can redundancy be withdrawn?

Can a pregnant woman be made redundant?

How does redundancy pay work?

When does the redundancy notice period start?

Can you provide support for redundancy consultation meetings?

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