Redundancy, the right way. An Employer’s Guide.


4 November 2020

By Jemma Bennett

As we head into a second lockdown, we know the substantial financial impact this will have on businesses and, the retention of their staff.  Whilst the Government has extended the Job Retention Scheme for a further month, they have confirmed that this will come to an end on 2 December 2020. 

Whilst no one likes the thought of redundancy, it is certainly something that businesses may have to seriously consider in order to save costs when the Job Retention Scheme comes to an end. 

During the month of November, Gepps Solicitors will release helpful tips and guides for employers who, are having to considering the redundancy process.  

Below is a simple guide setting out what a redundancy process looks like and, during the month, we will provide tips when considering each step.

  • Step 1 – consider how many redundancies you need to make.  Are there ways of avoiding redundancies?
  • Step 2 – choose your selection pool and provisionally choose your selection criteria.
  • Step 3 – collectively inform those who have been placed at risk of redundancy and invite them to put forward any ideas to avoid the need for redundancies.
  • Step 3 – write to those employees who are affected.
  • Step 4 – call for voluntary redundancies.
  • Step 5 – hold the first individual consultation meetings with those affected.
  • Step 6 – carry out the individual scoring.  Establish a break point i.e. the score above which employee's jobs are safe.
  • Step 7 – hold a second consultation meeting with all employees who fall below the break point.
  • Step 8 – if no suitable alternative employment has been identified and the employee's score has not been revised upwards, hold a final consultation meeting to let them know of their selection for redundancy.
  • Step 9 – offer the right of appeal.

If you want to discuss this or any other employment law issue within your business, please do not hesitate to contact Alexandra Dean on 01245 228141 or by email

This is not legal advice; it is intended to provide information of general interest about current legal issues.