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It outlines circumstances leading to potential redundancy and the alternatives assessed to minimize redundancies, including redeployment, retraining, short-time working, recruitment restrictions, overtime reductions, and cost-cutting. Where redundancy is unavoidable, it explains volunteer options, objective selection, consultation, notice, pay eligibility, alternative roles, and consequences of refusing suitable work. It also sets out the right to appeal, additional support resources, and amendment rights.",{"@graph":63,"@context":118},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":41,"@type":70,"position":76},"https://docshare.wps.com/template/letters/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/redundancy-policy-cp008-procedures-and-employee-support/278035/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/redundancy-policy-cp008-procedures-and-employee-support/278035.png","ImageObject",442,249,{"name":88,"@type":89},"Rhys","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-11-02","2026-09-15",true,{"@type":98,"interactionType":99,"userInteractionCount":8},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"In what situations can an employee’s post be made redundant?","Question",{"text":108,"@type":109},"A post may be redundant if the business closes down, closes down at the employee’s work location, or there is no longer a need to employ someone (or as many people) in that role.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"What alternatives does the company consider before compulsory redundancies?",{"text":113,"@type":109},"The company will look for alternatives such as redeployment, retraining, short-time working, recruitment restrictions, reduction in overtime, and cost-cutting in other areas.",{"name":115,"@type":106,"acceptedAnswer":116},"What happens if an employee unreasonably refuses a suitable alternative role?",{"text":117,"@type":109},"If an employee unreasonably refuses an offer of suitable alternative employment, they will lose the right to statutory redundancy pay.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},278035,1790218336,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":40,"category_name":41,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":8,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":79,"language":135,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":136,"faqs":137,"seo_title":138,"seo_description":61,"update_tm":139,"read_time":73},687207024643,"https://ap-avatar.wpscdn.com/davatar_3d24733baf745e90a7e4bdd5f77d97b2","POLICY  \nRedundancy policy (CP.008)  \nVGC Value – “We achieve potential” -Expertise and ethics underpin our business  \nRedundancy Policy  \nVGC value our employees and are committed to providing long term job security. We will never take lightly any decision to dismiss someone by reason of  \nredundancy.  \nHowever, there may be occasions when changes in our working practices, advances in technology, financial pressures, or other external factors, have an impact on the composition of our workforce.  \nWhere this is the case we aim to keep redundancies to a minimum by exploring alternative measures such as redeployment and retraining, where appropriate.  \nHowever, despite our best efforts there are times when redundancies are  \nunavoidable.  \nThis policy sets out the procedures that we will follow when faced with a potential redundancy situation. The policy will be applied fairly and equally to all  \nemployees and without any form of discrimination.  \nThis policy applies employees directly employed by us. It does not apply to workers, contractors, consultants or any self-employed individuals working for the company.  \nProcess  \nYour post can be made redundant if the business that employs you closes down, or closes down at the location where you work, or if there is no longer a need to employ someone (or as many people) in your role.  \nWe will always look for alternatives to redundancy such as redeployment, retraining, short time working, recruitment restrictions, reduction in overtime and cost-cutting in other areas.  \nIf redundancies cannot be avoided, the company may ask for volunteers for redundancy to reduce the need for compulsory redundancies. However there is no guarantee that we will accept applications for voluntary redundancy.  \nIf the need for compulsory redundancies arises, we will identify which and how many roles are potentially redundant. We may need to create a pool of relevant employees who are at risk of redundancy. The selection of employees will be in accordance with objective criteria, and there will be consultation with employees, or elected representatives throughout the redundancy process. Employees will be notified at the earliest opportunity about the potential redundancy situation, the company’s proposals, alternative suitable employment opportunities and the process that will be followed.  \nIf your selection for redundancy is confirmed you may be entitled to statutory redundancy pay if you meet the appropriate criteria.  \nYou will be given written notice of the termination of your employment in accordance with the notice period set out in your contract of employment or the statutory minimum notice period, whichever is greater.  \nIf you are selected for redundancy, we will continue to explore suitable alternative employment opportunities up to your termination date. If a suitable alternative role arises during your notice period, you will be informed and provided with the details.  \nIf you unreasonably refuse an offer of suitable alternative employment, you will lose your right to statutory redundancy pay.  \nRight to appeal  \nYou have the right to appeal against the decision to dismiss you for redundancy. The notice of redundancy letter will contain details about the appeal process.  \nAdditional support  \nWe understand that redundancy situations can cause stress. Support is available through a number of sources which can be found on our website.  \nThis policy does not form part of your contract of employment, and we reserve the right to amend or withdraw it at any time.  \nSigned  \nDated: 20 March 2026  \nCiara Pryce  \nChief Executive Officer  \nThis policy confirms the commitments ofall members of the VGC Group.  \nRelated Information  \n\n| \u003Cbr>\u003Cbr>KNOWLEDGE |  |\n| --- | --- |\n| Industrial\u003Cbr>relations  \u003Cbr>23 January 2025 |  |","cbCaieERwuTeGTPK","https://ap.wps.com/l/cbCaieERwuTeGTPK","pdf",113820,"English","# Process\n## Your post can be made redundant\n## Alternatives to redundancy\n## Volunteers and compulsory redundancy\n## Consultation and notification\n## Redundancy pay and notice\n## Alternative employment during notice period\n## Refusal of suitable alternative role\n# Right to appeal\n# Additional support","[{\"question\":\"In what situations can an employee’s post be made redundant?\",\"answer\":\"A post may be redundant if the business closes down, closes down at the employee’s work location, or there is no longer a need to employ someone (or as many people) in that role.\"},{\"question\":\"What alternatives does the company consider before compulsory redundancies?\",\"answer\":\"The company will look for alternatives such as redeployment, retraining, short-time working, recruitment restrictions, reduction in overtime, and cost-cutting in other areas.\"},{\"question\":\"What happens if an employee unreasonably refuses a suitable alternative role?\",\"answer\":\"If an employee unreasonably refuses an offer of suitable alternative employment, they will lose the right to statutory redundancy pay.\"}]","Redundancy policy (CP.008) - Procedures and employee support | PDF",1789506486]