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Employers are facing tough redundancy decisions

With the Coronavirus Job Retention Scheme tapering off and ending on the 31st October 2020, some employers are now starting to prepare for a return to work whilst others are having to make tough decisions about the future of their business which may include making redundancies.

With an estimated 150,000 jobs being cut or put at risk already together with the potential for this to increase as the furlough scheme comes to an end, this is resulting in an increase in the number of employees who feel they have been discriminated or unfairly treated.

All employers should ensure employment law is complied with, the redundancy process is fair and employees are treated with dignity and respect.  Planning the redundancy process properly and in a timely manner will ensure that employees have ample opportunity to contribute to the process in order to make the sure the consultation is as meaningful as possible.

When should I start planning for redundancies?

We advise businesses of all shapes and sizes.  Some large businesses may be looking at 20 or more redundancies which means a minimum 30 day collective consultation period will be required to meet with individuals and unions.  If 100 or more redundancies are proposed, a minimum 45 day consultation is required. 

Small business owners are also turning to us for advice as often, they are facing the redundancy process for the first time.  To provide support and guidance to businesses, we offer fixed fee HR support packages

How do I make redundancy selections?

With the future of many businesses unclear in these challenging times, redundancy selection can prove difficult eg. many businesses may be unsure about how many customers will return or whether the businesses in their supply chain are continuing.  These unknown factors can make decisions difficult when employers may not know what skills the business will need to survive.

A fair, transparent and consistent selection criteria will have to be created for employees ‘at risk’.  If you have six engineers and you only need four engineers for example, then you are going to have to pool these employees. 

To help employers decide on selection from the ‘at risk’ pool, a redundancy selection matrix can help. 

There is no one-size-fits-all with regard to a redundancy selection criteria matrix as businesses and workplaces vary greatly and this is something, we can help you to put together.

Employment Tribunals

Most businesses will want to avoid the uncertainty and costs of an Employment Tribunal and Lisa’s expertise is invaluable in finding alternative strategies to deal with the dispute.  Whether a dismissal is considered unfair by an Employment Tribunal very much depends upon how reasonable the business was in making those redundancies.  Employers should have considered alternatives such as utilising the furlough scheme before any redundancies take effect.

Why choose Moore & Tibbits?

Our specialist employment solicitor, Lisa Aitken is advising businesses of all shapes and sizes during this anxious time.  Lisa’s wealth of experience reassures business owners that if the redundancy process is the only option, that this process is carried out lawfully and with minimal risk to the business.  Lisa is CIPD qualified and also holds a business management degree so understands the challenges businesses are currently facing and finds solutions to HR problems whilst ensuring employment law is complied with. 

To find out more about our HR fixed fee packages and how we can help your business, please call Lisa on 07960 469988  or email:


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