Redundancies
Making redundancies is never easy, but getting the process wrong can make a difficult situation even harder. From consultation and selection through to notice and redundancy pay, employers need to follow a fair process.
Whether you’re restructuring your recruitment business, reducing costs or simply no longer need a particular role, recLAW can guide you through the process and help reduce the risk of disputes or unfair dismissal claims.
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How We Support Your Business
Planning Your Redundancies
We’ll help you plan the redundancy process from the outset, including identifying affected roles and considering alternatives. Getting the groundwork right helps ensure the process is fair, properly documented and legally compliant.
Consulting Your Employees
A redundancy decision shouldn’t be a done deal before consultation begins. We’ll guide you through the consultation process, helping you communicate clearly, consider employee feedback and explore any reasonable alternatives.
Selecting Your Employees
Where you need to select between employees, we’ll help you establish fair selection pools and objective criteria. We’ll make sure your approach is consistent, properly documented and reduces the risk of unfair dismissal or discrimination claims.
Managing The Outcome
Once the process is complete, we’ll help you manage the outcome correctly. From notice and redundancy pay to settlement agreements and final documentation, we’ll make sure everything is handled properly and clearly communicated.
FAQs
How will the January 2027 changes affect redundancies?
From 1 January 2027, the qualifying period for ordinary unfair dismissal protection reduces from two years to six months. This means more employees with shorter service will be able to challenge the fairness of a redundancy dismissal, making a fair and properly documented process even more important.
Do I need to consult if I’m only making one employee redundant?
Yes. Even if only one employee is at risk, you should carry out meaningful individual consultation before reaching a final decision. This gives the employee an opportunity to understand the proposal, ask questions and suggest alternatives to redundancy.
What process should a recruitment agency follow when making redundancies?
A fair redundancy process will usually involve identifying a genuine redundancy situation, considering alternatives, consulting affected employees and, where necessary, carrying out a fair selection process. For recruitment businesses, this might arise following a restructure, falling desk performance, loss of a key client or a reduction in particular markets. Whatever the reason, the redundancy situation and process need to be genuine and properly documented.
How do I fairly select recruiters for redundancy?
If you’re reducing headcount across a team or desk, you’ll need to think carefully about your selection pool and criteria. Performance or billings may be relevant, but relying on figures alone can create problems if they don’t fairly reflect individual circumstances. Your criteria should be objective, reasonable, consistently applied and supported by evidence.
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