Can only one person be made redundant?

Redundancy is only allowed if there’s no longer a need for the role to exist, and it certainly isn’t legal for you to be made redundant only for your job to be taken by someone else shortly after you’ve been made redundant.

What should employer do if employee is at risk of redundancy?

The employer should notify in writing all individuals who are selected for redundancy that they are ‘at risk’ of redundancy and invite each to an individual meeting. At least one further consultation meeting should be held, with the actual number of meetings depending on what the employee has to say.

What should be included in a redundancy consultation?

It is important that the selection criteria are well thought out and easy to understand in order to put the individual scores in context. We recommend that you bring a draft version of the criteria that you intend to use to the group consultation meeting, so that you can ask staff for their comments on the criteria.

Do you still get your redundancy pay if you are made redundant?

If the role is not ‘suitable’ in legal terms, e.g. a more junior role, you still need to offer this role to the individual being made redundant. If they don’t accept it, however, they would still be entitled to their redundancy pay.

How does redundancy affect your future job prospects?

Redundancy shouldn’t affect future job prospects You’re well within your rights to feel upset if you’ve been made redundant but don’t let that stop you from applying for another job.

How do we decide who to put at risk of redundancy?

The next formal stage is for a redundancy pool to be formed which is a group of employees from which redundant staff will be selected. Each pool usually includes employees at risk of redundancy who currently perform the same or similar roles or will do so after the redundancy procedure, if not made redundant.

Do you need collective or individual consultation for redundancy?

In this article, we will focus on individual rather than collective consultation. Regardless of whether there is an obligation to consult collectively, the employer will need to ensure that it has followed a fair procedure in relation to individuals, including consulting with them properly, so as to minimise the risk of claims for unfair dismissal.

When to dismiss an underperforming employee for redundancy?

Do not try to dismiss an unwanted or underperforming employee pretending that redundancy is the reason. A redundancy situation may arise if the business or office is closing or there is less need for employees to do work of a particular kind, eg because of:

What are the common selection criteria for redundant employees?

Adopt a fair selection procedure – if more than one employee to be made redundant. Common selection criteria include: The criteria should be objective and measurable not subjective and vague and: Give the employee a chance to comment on the criteria and how they were scored, (though they are not entitled to see how everyone else was scored) 5.