[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-seo-278038-105":3,"detail-sidebar-cat-1-en-105":81,"doc-detail-278038-en":127},{"code":4,"msg":5,"data":6},0,"ok",{"site_id":7,"language":8,"slug":9,"title":10,"keywords":11,"description":12,"schema_data":13,"social_meta":74,"head_meta":76,"extra_data":78,"updated_unix":80},105,"en","redundancy-an-employers-guide-process-overview","Redundancy - An Employer’s Guide - Process Overview","","Redundancy for employers explains when a redundancy situation arises and why businesses may need to reduce staff, from relocation and closure to technology changes and cost pressures. It outlines the principles of a fair redundancy process, including adequate warning, meaningful consultation, correct selection pools, fair selection criteria, and redeployment opportunities. It also covers redundancy consultation periods and collective redundancy obligations, including timelines for different dismissal thresholds, to support defensible employment tribunal outcomes.",{"@graph":14,"@context":73},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/template/","Template",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/template/letters/","Letters",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/template/redundancy-an-employers-guide-process-overview/278038/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/redundancy-an-employers-guide-process-overview/278038.png","ImageObject",442,249,{"name":42,"@type":43},"Mason","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-11-02","2026-09-15",true,{"@type":52,"interactionType":53,"userInteractionCount":55},"InteractionCounter",{"@type":54},"ViewAction",10,{"@type":57,"mainEntity":58},"FAQPage",[59,65,69],{"name":60,"@type":61,"acceptedAnswer":62},"When does a redundancy situation arise?","Question",{"text":63,"@type":64},"Redundancy occurs when a business needs to reduce its workforce because a job or jobs are no longer needed. The legal definition requires a ceasing or diminished requirement to do work of a particular kind.","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"What does a fair redundancy procedure require?",{"text":68,"@type":64},"A fair process includes adequate warning, meaningful consultation to explore alternatives, establishing the correct pool at risk, using fair selection criteria, and making redeployment opportunities available before confirming redundancy.",{"name":70,"@type":61,"acceptedAnswer":71},"What are collective redundancy consultation obligations?",{"text":72,"@type":64},"If proposing to dismiss 20 or more employees at one establishment within 90 days or less, the employer must consult for at least 30 days before dismissals take effect with employee representatives. For 100 or more redundancies, the consultation period rises to 45 days.","https://schema.org",{"og:url":32,"og:type":75,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":77,"canonical":32},"index,follow",{"doc_id":79,"site_id":7},278038,1790206976,{"code":4,"msg":82,"data":83},"success",[84,89,94,99,104,109,114,118,123],{"id":85,"doc_module":22,"doc_module_name":25,"category_name":86,"show_sort_weight":87,"slug":88},11,"Presentations",90,"presentations",{"id":90,"doc_module":22,"doc_module_name":25,"category_name":91,"show_sort_weight":92,"slug":93},12,"Resumes",80,"resumes",{"id":95,"doc_module":22,"doc_module_name":25,"category_name":96,"show_sort_weight":97,"slug":98},14,"Invoices",70,"invoices",{"id":100,"doc_module":22,"doc_module_name":25,"category_name":101,"show_sort_weight":102,"slug":103},15,"Posters",60,"posters",{"id":105,"doc_module":22,"doc_module_name":25,"category_name":106,"show_sort_weight":107,"slug":108},16,"Social Media",50,"social-media",{"id":110,"doc_module":22,"doc_module_name":25,"category_name":111,"show_sort_weight":112,"slug":113},17,"Forms",40,"forms",{"id":115,"doc_module":22,"doc_module_name":25,"category_name":29,"show_sort_weight":116,"slug":117},18,30,"letters",{"id":119,"doc_module":22,"doc_module_name":25,"category_name":120,"show_sort_weight":121,"slug":122},21,"Paper Templates",5,"papers-templates",{"id":124,"doc_module":22,"doc_module_name":25,"category_name":125,"show_sort_weight":4,"slug":126},158,"General","general-158",{"code":4,"msg":82,"data":128},{"doc_id":79,"user_id":129,"nickname":42,"user_avatar":130,"doc_module":22,"category_id":115,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":136,"language":137,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":138,"faqs":139,"seo_title":140,"seo_description":12,"update_tm":141,"read_time":30},5909887256941,"https://ap-avatar.wpscdn.com/davatar_9964176cb1d06d4a9deccf72a44ae3dc","Redundancy:  \nAn Employer’s Guide  \nThe redundancy process can be stressful for both employer and employee. Employers who do not follow the correct procedures could face the expense of defending Employment Tribunal claims and Tribunal awards against them. This redundancy guide takes employers through the process step-by-step helping you to avoid any potential pitfalls.  \nNo employer wants to be in a situation where redundancies must be made. Making staff redundant should always be the last option available to businesses. If all avenues have been explored, it is vital for employers to follow the correct procedures to ensure success in defending an employment tribunal claim and financial awards against them.  \nThis guide to redundancy for employers explains all you and your business need to know to ensure the smooth running of any redundancy process. If you require additional advice in relation to any redundancy matter, you can contact our expert employment law team today.  \nWhat is redundancy?  \nRedundancy occurs when a business needs to reduce its workforce because a job or jobs are no longer needed.  \nThere are many reasons why an employer might make some of their workforce redundant, the legal definition to be met to establish thereis a redundancy situation is, that thereis a ceasing or diminished requirement to do work of a particular kind. Some of the most common reasons are:  \n The business is moving to a location where the employee does not live  \n The business is closing down  \n New technology has made the job unnecessary  \n The job the employee was hired to do no longer exists  \n The business needs to cut costs by reducing staff numbers  \nIn most cases, for small to medium-sized businesses, redundancies happen due to cost saving reasons. Employers will look to reduce their overheads if their business is struggling and employees are usually one of the most expensive overheads.  \nNo matter the number of employees at risk, it is advisable to follow a fair procedure in relation to each employee at risk of redundancy, this is with a view to avoiding issues of unfair dismissal or discriminatory dismissals. To ensure there is a fair process there should be:  \n Adequate warning of the impending redundancy  \n Meaningful consultation with the affected employees with a view to avoiding compulsory redundancy, such as consideration of voluntary redundancies and anyother alternatives to redundancy in the consultation process.  \n Establishing the correct pool of employees at risk. The pool/s should comprise of those doing work of a similar nature or work that is interchangeable (putting job titles aside) . This can also require an employer to consider wider pools, for example across other sites if the sites are in close proximity to each other, or, if their employees interchange across their sites. Of course there can be instances where there is no pool and an employee at risk may find themselves in a standalone redundancy situation, this being so the need to draw up selection criteria would fall away.  \n If compulsory redundancy is being considered, having established the pools at risk of redundancy, having a fair selection process to decide who will be made redundant.  \n Look for and making available any opportunities for redeployment before confirming redundancy. Employers with employees at risk of redundancy should consider putting any current recruitment/advertisement of roles on hold.  \nWho can be selected for redundancy?  \nSelecting employees to be made redundant can be a little tricky. In the first instance employers should consider objective selection criteria, such as the qualifications and skills that the employee has. In addition to this, an employer will want to consider:  \n Disciplinary record  \n Standard of work performance  \n Skills or experience  \nSubjective selection criteria can be used, but only once objective criteria has been exhausted in the first instance.  \nHowever, employers need to be very careful at this p","cbCaifTFWLAmUpvb","https://ap.wps.com/l/cbCaifTFWLAmUpvb","pdf",405289,8,"English","# Redundancy: An Employer’s Guide\n## What is redundancy?\n## Who can be selected for redundancy?\n## What is a redundancy consultation period?","[{\"question\":\"When does a redundancy situation arise?\",\"answer\":\"Redundancy occurs when a business needs to reduce its workforce because a job or jobs are no longer needed. The legal definition requires a ceasing or diminished requirement to do work of a particular kind.\"},{\"question\":\"What does a fair redundancy procedure require?\",\"answer\":\"A fair process includes adequate warning, meaningful consultation to explore alternatives, establishing the correct pool at risk, using fair selection criteria, and making redeployment opportunities available before confirming redundancy.\"},{\"question\":\"What are collective redundancy consultation obligations?\",\"answer\":\"If proposing to dismiss 20 or more employees at one establishment within 90 days or less, the employer must consult for at least 30 days before dismissals take effect with employee representatives. For 100 or more redundancies, the consultation period rises to 45 days.\"}]","Redundancy - An Employer’s Guide - Process Overview | PDF",1789506496]