Redundancy Fair Process & Legal Compliance
Expert management of redundancy processes — genuine business reason, fair selection criteria, meaningful consultation, alternative employment search, correct notice and redundancy pay calculations, and settlement agreement negotiations where appropriate.
Redundancy Services
From single roles to large-scale collective programmes.
Individual Redundancy
Full support for single or small-number redundancies — business case, consultation, selection, alternative employment, notice, redundancy pay and documentation.
Collective Redundancy
Management of 20+ redundancy programmes — Section 188 notification, election of representatives, collective consultation, selection pools, criteria and scoring.
Selection Criteria
Development of fair, objective selection criteria and scoring matrices. Skills-based, performance-based, attendance-based and length-of-service considerations.
Settlement Agreements
Negotiation and drafting of settlement agreements for negotiated exits. Tax-efficient structuring, reference agreements and confidentiality provisions.
Alternative Employment
Systematic search for suitable alternative employment within your organisation. Trial period management and documentation.
Pay Calculations
Accurate calculation of statutory redundancy pay, contractual redundancy pay (if applicable), notice pay, holiday pay and any other terminal payments.
Risk Assessments for Your Sector
Every industry has different hazards. We tailor every assessment to your specific sector and operations.
Factories & Warehousing
Machinery, forklift, racking, noiseTransport & Logistics
Depot safety, loading bays, vehiclesConstruction
CDM, excavations, heights, demolitionSchools & Education
Classrooms, labs, playgrounds, tripsCare & Healthcare
Patient handling, clinical, infectionChemical
Process safety, COSHH, DSEARHospitality
Kitchens, fire, slips, public safetySMEs & Offices
DSE, fire, general workplaceCharities
Events, lone working, volunteersHow We Carry Out a Risk Assessment
Business Case
We help you establish and document the genuine business reason for redundancy. This is the foundation — without it, nothing else matters.
Consultation
We design and manage the consultation process — individual or collective. Consultation letters, meeting agendas, minutes and responses to employee representations.
Selection
We develop selection criteria and scoring matrices. Objective, measurable, non-discriminatory criteria that withstand tribunal scrutiny.
Outcomes
We draft outcome letters, redundancy pay calculations, notice arrangements and right-of-appeal documentation. Every element legally compliant.
Settlement (if applicable)
Where negotiated exit is preferred, we negotiate terms and draft the settlement agreement. Tax-efficient, legally binding and face-saving for both parties.
Redundancy FAQ
What makes a redundancy genuine?
The employer's need for employees to do work of a particular kind has ceased or diminished (or is expected to), or the business is closing or relocating. If you're replacing the person with someone else doing the same job, it's not a genuine redundancy — it's a dismissal that needs a different fair reason.
What is the collective consultation threshold?
If you propose to dismiss 20 or more employees as redundant within 90 days at a single establishment, collective consultation obligations apply. 20-99: minimum 30 days consultation. 100+: minimum 45 days. You must notify the Secretary of State (via HR1 form) and consult elected employee representatives.
How is statutory redundancy pay calculated?
Based on age, length of continuous service and weekly pay (capped). Under 22: 0.5 week per year. 22-40: 1 week per year. Over 41: 1.5 weeks per year. Maximum 20 years service. Weekly pay capped at the current statutory limit. RADCaT calculates this accurately for every affected employee.
What is a settlement agreement?
A legally binding agreement where the employee waives their right to bring tribunal claims in exchange for a financial settlement. Must be in writing, the employee must receive independent legal advice and the adviser must be identified in the agreement. Often preferable to formal redundancy process for both parties.
Can employees appeal against redundancy?
Yes — best practice is to offer a right of appeal. The appeal should be heard by someone not involved in the original decision. We manage the appeal process and documentation.
What about employees on maternity leave?
Employees on maternity, adoption or shared parental leave have special protection — they must be offered suitable alternative vacancies in priority over other employees. Failure to do this is automatic unfair dismissal and discrimination.
How much does redundancy support cost?
Based on the number of affected employees, whether collective consultation applies and the level of support required. Contact us for a quote.
Facing Redundancies?
Contact us early — proper planning and process prevents costly tribunal claims.