When roles are no longer required.
WHAT REDUNDANCY IS
Termination because the role is no longer needed, not because of the person.
WHY THAT DISTINCTION MATTERS
It determines the process and the fairness of the outcome.
WHAT A FAIR PROCESS GENERALLY REQUIRES
A genuine business reason Objective selection criteria, where selecting between people Consultation Consideration of alternatives Proper notice and payments
WHAT SELECTION CRITERIA SHOULD BE
Objective, measurable and applied consistently.
WHAT THEY SHOULD NOT BE
Based on characteristics that would be discriminatory Based on who the manager prefers
WHAT CONSULTATION MEANS
Genuine discussion before decisions are final.
WHY GENUINE MATTERS
Consultation after deciding is transparent and unlawful in many circumstances.
WHAT ALTERNATIVES TO CONSIDER
Redeployment Reduced hours Voluntary arrangements
WHAT TO DOCUMENT
The business reason The criteria and how they were applied The consultation The decision
WHAT PAYMENTS APPLY
Notice, accrued leave, and anything the contract or applicable law provides.
WHAT TO TAKE ADVICE ON
The process, before starting it.
WHY BEFORE
Defects cannot be corrected retrospectively.
WHAT TO CONSIDER ABOUT THOSE WHO REMAIN
They watch how departing colleagues are treated.
WHAT THAT AFFECTS
Trust, and whether good people stay.
WHAT TO DO
Handle it with care and candour.
