Faced with the need to make redundancies, an employer needs to be careful how the process is managed. Different procedures apply according to the numbers to be made redundant. If more than 20 are to be made redundant then there is an obligation to consult with trade unions or elected employee representatives. Care also needs to be given if the company employs more than 150 employees currently because of the obligations based on the Information and Consultation Directive. That number was decreased to 100 on 1st March 2007 and will drop to 50 in March 2008.

Apart from the consultation requirements the employer may be challenged on the selection process and it is always wise to take legal advice.

Furthermore there is a strict interpretation of what constitutes redundancy. This normally arises on the cessation or diminution of operations or the need to carry out work of a particular kind.

At Employment Relations we can take you through the process and advise on all of the steps and draw up any or all of the documentation in the process using our combined legal and HR expertise. Click here to contact us or ring on 01303 840001.