What redundancy process should I follow?

The redundancy process which employers should generally follow is:

• Identify whether a redundancy situation exists (see above).
• Identify the appropriate selection pool.
• If required, use a fair and reasonable selection matrix to decide which employees in the selection pool are ‘at risk’ of redundancy.

R13: Example selection matrix

• Inform those employees that they are at risk of redundancy and invite them to an initial consultation meeting

R3: At risk letter (no selection)

R4: At risk letter (with selection)

• Hold as many consultation meetings as are necessary to fairly consider the redundancy proposal and the points raised by the employee during consultation.

R5: Invitation to further consultation meeting(s)

R15: Guidance on conducting first redundancy consultation meeting

R16: Guidance on conducting subsequent redundancy consultation meeting(s)

• Explore whether there are any potentially suitable alternative vacancies within the organisation which the employee could perform.

R8: Confirmation of alternative employment

• If you decide to proceed with the redundancy proposal, provide the employee with notice of termination.

R7: Confirmation of redundancy.

• If the employee appeals against the decision to dismiss them due to redundancy, hold an appeal hearing and provide them with an appeal outcome.

R6: Invitation to appeal meeting

R9: Appeal outcome letter

R17: Guidance on conducting redundancy appeal meeting

For further guidance on the formal process employers need to follow see:

R2: Flowchart – Redundancy.