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

Redundancy should be viewed as a last resort in an organisational restructuring; this factsheet suggests alternative approaches that employers can consider, and provides guidance on managing redundancy when it's unavoidable. It looks at the steps in the redundancy process, such as 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 care and support that should be provided for the employees experiencing redundancy, as well as for the survivors.

CIPD viewpoint

What is redundancy? - the legal position

Managing redundancy

The cost to employers of redundancy

Survivor care

Useful contacts and further reading

Rachel Suff

Rachel Suff: Employee Relations Adviser

Rachel joined the CIPD as a policy adviser in 2014 to increase the CIPD’s public policy profile and engage with politicians, civil servants, policy-makers and commentators to champion better work and working lives. An important part of her role is to ensure that the views of the profession inform CIPD policy thinking in ER areas such as health and well-being, employee engagement and employment relations.

As well as developing policy on UK employment issues, she helps guide the CIPD’s thinking in relation to European developments affecting the world of work. Rachel is a qualified HR practitioner and researcher; her prior roles include working as a researcher/editor for XpertHR and as a senior policy adviser at Acas.

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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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