Redundancy is one of the most traumatic events an employee can experience. As such, it requires sensitive handling by the employer to ensure fair treatment of the redundant employee and the productivity and morale of the remaining workforce. Redundancy legislation is complex and employers need to understand their obligations, employees' rights, and the correct procedures to follow.

Redundancy should be viewed as a last resort, and this factsheet suggests alternative approaches that employers may be able to consider, providing guidance on managing redundancy when it's unavoidable. It looks at the steps in the redundancy process, including identifying the pool for selection, seeking volunteers, selection for redundancy, consulting employees, appeals and dismissals, offering suitable alternative employment and redundancy payments. The factsheet also considers the need for care and support of the survivors, as well as the employee experiencing redundancy.

CIPD viewpoint

What is redundancy? - the legal position

Managing redundancy

The cost to employers of redundancy

Survivor care

Useful contacts and further reading

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Case law - purple
Case Law

Case law on redundancy

Selected cases on issues related to redundancy, including collective consultation, selection pools, suitable alternative employment, and payments

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