redundancy advice

Redundancy: your action plan

14 June 2020
Reading Time: 8 mins

As the furlough scheme changes and more business face the choice of reopening to the ‘new normal’ or closing altogether, redundancy is at the front of many people’s minds.

With an uncertain economic climate, lots of us will be wondering just how safe our jobs are. So, if redundancy happens, how should you deal with it? And what steps can you take to get back on your feet? The good news is, there’s plenty you can do to soften the blow.

We’ve put together an all-in-one redundancy action plan. Don’t forget to check our 11 top tips for coping with redundancy too – it’s full of handy hints and some key advice.

redundancy: what is it exactly?

Redundancy is not the same thing as firing an employee. In a nutshell, redundancy means your job no longer exists. You’re let go because there’s no role for you – not because you’ve done a bad job.

There are lots of reasons this could happen, including staff cutbacks, a business relocation or merger, advances in technology, or because the company closes down entirely. In other words, it’s the job that has become redundant, not you as an individual – so try not to take it too personally.

What’s the redundancy process?

If fewer than 20 employees are being made redundant, your employer doesn’t have to follow set rules about minimum consultation periods. They must, however, speak to you about why you’re being made redundant, and any redundancy alternatives. For example, they may offer you part-time hours, or move you to a different department.

For a group of 20 employees or more, a consultation must happen. This consultation must happen between your employer and either a trade union representative or an elected employee. For 20 to 99 redundancies, the minimum consultation period is 30 days. For more than 100 redundancies, this consultation period must be at least 45 days.

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