redundancy

The management and legal principles involved in implementing redundancies are discussed in detail elsewhere in this Guide (redundancy). In summary, before deciding to dismiss an employee for redundancy, a company should be able to show that it has taken these steps:

It has considered whether there are any alternatives to redundancy, such as reducing overtime working, where appropriate in consultation with trade union or employee representatives.
It has defined fairly and objectively the group of employees from whom the redundancies were to be made, where relevant in consultation with trade union or employee representatives.
It has given the employee as much warning as possible that redundancy was a possibility.
It has selected the employee for redundancy on the basis of criteria that are fair and, as far as possible, objective, and that were drawn up in consultation with trade union or employee representatives where appropriate.
It has consulted with the employee about his or her selection for redundancy.
It has considered whether the employee could be redeployed as an alternative to dismissal.
Unless the dismissal involves 20 or more employees at one establishment within a period of 90 days, it has complied with the statutory minimum dismissal procedure ( minimum dismissal procedures ).

acas: handling redundancy

The EEF Employment Guide is intended to provide general guidance only. It does not purport to be comprehensive or to give legal advice. Users should always seek specific legal advice before taking or refraining from any action. Information and documents on this website are prepared in accordance with the laws of England, Wales and Scotland. Users accessing from Northern Ireland should be aware that different laws and interpretations may be applicable to Northern Ireland.