05/02/2025
Are you thinking of making redundancies ❓
Have you really thought it through ❓
I understand that if you are considering it then things are already in a dire situation but please, please get advice before you go ahead. 🤓
🕰 An initial hour or so will identify if you have got all the right things in place and if you have, you can carry on...but if there are gaps we can help you get it right.
Your reputation and your employee's well-being are paramount in this process.
Things to consider
👉 The duration of redundancy consultation, especially for less than 20 redundancies, is a common concern for SMEs. 🤔
👉There is no set time period for consultation; it depends on the unique circumstances of each situation. ⌛
👉While the question of "how long" may lack a clear answer, the emphasis should be on making the consultation meaningful (not a done deal). ✨
👉Meaningful consultation requires adequate time, tailored to the specifics of the situation. ⏰
👉Meaningful consultation varies for small businesses versus larger employers. 🏢
👉As a smaller business with limited alternatives you may have a shorter consultation period, e.g., 1-2 weeks. 📆
👉Larger employers with more potential vacancies may need a longer consultation period, perhaps around 4 weeks. 🗓️
👉Various alternatives, such as reducing overtime, offering unpaid leave, redeployment, recruitment freeze, and job shares, should be considered FIRST. ✅
👉You must not assume the preferences of the employee; consultation allows for unexpected alternatives to be brought forward. ❓
👉If consultation is not meaningful, it may result in a successful claim of unfair dismissal. ❗
For guidance on navigating the complexities of redundancy, drop me a message.
Broadstairs Business Club
