Redundancy for Employers

Minimising risk during complex
redundancy processes for employers

Making employees redundant is one of the most difficult responsibilities an employer can face. It’s not only emotionally challenging but also legally complex. A strict legal process must be followed, and failing to do so could lead to disputes, tribunal claims, and reputational damage. Seeking clear and practical legal advice early on is the best way to manage redundancies fairly, lawfully, and with confidence.

Back to Employment Law for Employers

How We Can Help You Manage Redundancies Correctly

At Bennett Oakley, we can guide you through the redundancy process from start to finish, ensuring legal compliance and minimising risk.

We assist you with:

Help you explore viable alternatives to redundancy
Advise you on how to carry out a lawful and fair consultation process
Support you in selecting employees for redundancy based on objective and transparent criteria
Provide scripts, letters, and documentation to help managers conduct meetings and deliver difficult news professionally
Offer practical guidance to reduce the risk of unfair dismissal claims or tribunal proceedings
Our redundancy advice for employers is delivered with care and discretion, and we offer a fixed-fee pricing model, so you will know your legal costs upfront before we begin working on your matter.

Let us help you manage redundancies with clarity, compliance, and compassion. Contact our employment law team directly to arrange a confidential consultation.

Speak with a Bennett Oakley expert today

Looking for legal support? Get in touch with our solicitors, and we’ll connect you with the right expertise to meet your specific needs through our trusted legal team and professional partners.

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FAQ Topics

What is the correct process for making an employee redundant?

The redundancy process must follow fair and legal procedures. This includes identifying a genuine redundancy situation, consulting with affected employees, using fair and objective selection criteria, and offering alternative roles where possible. Failure to follow this process could result in claims for unfair dismissal.

Do I need to consult employees individually or collectively?

This depends on the number of redundancies being made. If you’re proposing to make 20 or more employees redundant within 90 days, you must carry out collective consultation. For smaller numbers, individual consultation is required. In all cases, consultation must be meaningful and not just a formality.

Can I offer voluntary redundancy instead of compulsory redundancy?

Yes, offering voluntary redundancy can sometimes reduce the need for compulsory redundancies. However, you must still follow a fair process, and voluntary redundancy agreements should be carefully drafted to ensure legal compliance.

What payments are employees entitled to during redundancy?

Employees who have worked for you for two years or more may be entitled to statutory redundancy pay, notice pay, and any outstanding holiday pay. You may also agree to enhanced redundancy packages. We can advise you on your obligations based on your specific circumstances.