Basic redundancy rules for employers
As an employer ourselves we know that making staff redundant is a difficult but often necessary part of running a business. The redundancy process can be a minefield and getting the rules wrong can prove very expensive. The most important part is that you end up with the best staff to take your business forward and that any departing staff leave with their dignity intact.
Here are some top tips for employers that will ensure your business is on the right side of legislation when making staff redundant:
- Prepare your business case; there are many reasons for restructuring but if it is to save money, itemise the savings you have already made before starting the consultation.
- Consult in good time with all the affected employees (and if there is Trade Union recognition in place, consult the Trade Union representatives) or if over 20 staff are at risk, consult with their elected representatives/Trade Union Representatives and listen to their ideas and suggestions. The consultation period depends on the numbers of staff involved.
- Make sure all staff are included in the consultation especially those on long term sickness absence or maternity leave.
- Identify a potential selection pool then ensure your selection criteria is fair and score each person as objectively as you can.
- Follow the statutory dismissal process properly, talk to us if you are unsure – one call can help
- Make sure departing staff leave with their dignity intact and armed with a reference to help them find a new role.
- Once the redundancy process is over, make an announcement to remaining staff informing them that you intend to keep them in your employment in order to keep them motivated.
However, every business situation is different and you really need objective, business focused advice to make the changes you want. Ring +353 (76) 6805 745 or email email@example.com now.