Redundancy Support for Employers
Redundancy is one of the most difficult processes an employer can manage.
It affects people, morale, business continuity and legal risk. Getting the process right is essential, not only to protect your business, but to treat employees fairly and respectfully.
THSP provides practical redundancy support for employers, helping you plan, communicate and manage the process with confidence.
Redundancy advice that helps you get it right
Redundancy is not just a business decision. It is a formal employment process that needs to be handled carefully.
THSP helps you understand what needs to happen, what documentation is required and how to manage each stage correctly.
We can support with:
- Redundancy planning
- Business case preparation
- Selection criteria
- Consultation processes
- Employee communications
- Redundancy letters
- Meeting preparation
- Alternative employment considerations
- Settlement discussions where appropriate
- Employment law advice throughout the process
Support with redundancy consultation
Consultation is a key part of a fair redundancy process.
THSP can help you prepare for consultation meetings, explain the proposed changes clearly and understand how to respond to employee feedback.
We help you approach the process in a way that is structured, fair and compliant.
Redundancy documentation and letters
Clear documentation helps avoid confusion and supports the integrity of the process.
THSP can help prepare the documents and letters you need at each stage, including consultation invites, outcome letters and supporting guidance for managers.
This helps ensure the process is properly recorded and consistently managed.
Reducing risk during redundancy
Redundancy processes can carry employment law risk if they are rushed, poorly documented or unfairly managed.
We help you reduce risk by guiding you through the correct steps, highlighting potential issues and advising on the best way forward.
This includes support around selection pools, scoring, consultation, notice, pay and alternatives to redundancy.
Keeping redundancy human
Redundancy is a people process as much as a legal one.
THSP helps employers manage the process with care, clarity and professionalism. We support you in communicating difficult decisions properly while protecting the business and treating people with respect.
Speak to THSP about redundancy support
If you are planning or considering redundancies, get advice early. The sooner the process is planned properly, the easier it is to manage fairly and compliantly.
Frequently Asked Questions About Employer Redundancy Support
What are an employer’s legal obligations when making redundancies?
Redundancy is a potentially fair reason for dismissal under the Employment Rights Act 1996, but the process must be followed correctly. Key legal obligations include establishing a genuine redundancy situation, defining a fair selection pool, applying objective selection criteria, carrying out meaningful individual consultation, considering suitable alternative roles and paying the correct notice and statutory redundancy pay. Failing to follow the correct process can result in claims for unfair dismissal regardless of whether the underlying business reason was sound.
How much notice and redundancy pay are employees entitled to?
Employees are entitled to their contractual notice period, or statutory minimum notice if that is higher. Statutory redundancy pay is calculated based on age, length of service and weekly pay, subject to a statutory cap. Employees need a minimum of two years continuous service to qualify for statutory redundancy pay. THSP can help you calculate entitlements correctly and ensure the right amounts are reflected in your documentation.
What is collective consultation and when does it apply?
Collective consultation obligations apply when an employer proposes to make 20 or more employees redundant at one establishment within a period of 90 days or less. In these circumstances, the employer must notify the Insolvency Service using form HR1 and consult with appropriate employee representatives for a minimum period before any dismissals take effect. For 20 to 99 redundancies this is at least 30 days and for 100 or more it is at least 45 days. Failure to comply can result in a protective award of up to 90 days’ pay per affected employee.
How should redundancy selection be carried out fairly?
Fair redundancy selection starts with defining the correct selection pool, the group of employees from whom those at risk are identified. Selection criteria should be objective, measurable and consistently applied, covering factors such as skills, performance, attendance and experience. Purely subjective criteria or criteria that could indirectly discriminate against protected groups carry significant legal risk. THSP can help you design and apply a selection process that is fair, defensible and properly documented.
What happens if an employee challenges their redundancy?
An employee with two or more years of service can bring an unfair dismissal claim if they believe the redundancy process was flawed, the selection was unfair or the business reason was not genuine. Having followed the correct procedure and maintained thorough documentation significantly strengthens your position. THSP helps you manage the process in a way that reduces the likelihood of a challenge and supports your defence if one arises.
Can redundancy be avoided or are there alternatives to consider?
Yes. Before proceeding with redundancies, employers should genuinely consider alternatives such as reducing hours, pausing recruitment, redeployment to suitable alternative roles, voluntary redundancy or temporary lay-off where contractually permitted. Demonstrating that alternatives were considered is an important part of a fair process and can reduce both the human impact and the legal risk. THSP can help you work through the options available before committing to a course of action.
How early should we seek redundancy advice?
As early as possible. The sooner the process is planned, the more time you have to consider alternatives, design a fair selection process and prepare the right documentation. Redundancy processes that are rushed or poorly planned are far more likely to result in legal risk, employee relations damage and avoidable cost. THSP recommends getting advice before any decisions are made or communicated, so the process can be structured correctly from the outset.