The starting point is to check whether the school has a redundancy policy in place. This may have been agreed in conjunction with the recognised trade unions, and will typically involve a degree of consultation with the relevant trade unions at the outset of the process. If there is a policy in place, the school should follow this or it would likely be considered unfair.
If there is no redundancy policy, the redundancy process which schools should generally follow is:
R13: Example selection matrix
R3: At risk letter (no selection)
R4: At risk letter (with selection)
R5: Invitation to further consultation meeting(s)
R15: Guidance on conducting first redundancy consultation meeting
R16: Guidance on conducting subsequent redundancy consultation meeting(s)
R9: Confirmation of alternative employment
R8: Confirmation of redundancy.
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.
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