Make sure it is a genuine redundancy
Redundancy has a specific meaning: the role, not the person, is no longer needed, because the business is closing, a workplace is closing, or the need for that kind of work has reduced.
It must never be a convenient label for getting rid of someone you have a problem with. If the real issue is conduct or performance, that is a different process entirely, and dressing it up as redundancy is where employers come unstuck.
Be honest with yourself about whether the role is genuinely going, or whether this is really a performance issue.
Fair selection and genuine consultation
Where more than one person does similar work, you need a fair, objective way to select who is at risk, based on criteria you can justify, not gut feeling. And you must consult: meaningfully, before any final decision, giving people a real chance to respond.
Consultation isn't a formality to rush through. It is where alternatives get explored and where a fair process is built. Skipping or rushing it is the most common reason redundancies become claims.
Decide your selection criteria before you look at the people, and plan genuine consultation meetings.
Alternatives, notice and the details
A fair process means looking for suitable alternative roles where they exist, and getting the practical details right: notice, any redundancy pay due, and how you communicate it with dignity.
Handled well, even a redundancy can leave someone feeling fairly treated. Handled badly, it can cost far more than the role ever saved.
Map out the full process and timeline before you tell anyone, so nothing is missed.
“A confidential, strategic HR project handled with commercial insight and calm expertise. They got to the heart of the issue, challenged where it counted, and guided us to a smoother restructure with reduced risk and stronger alignment across the business.”
Key takeaways
- Redundancy means the role is going, not that you have a problem with the person.
- Use fair, objective selection criteria and consult genuinely before any decision.
- Look for alternatives and get notice and pay right.
- Planning a redundancy or restructure? Take the free Situation Check, or get advice before you start.
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