Managing the information and consultation process during a collective redundancy
Author: John Hosken
Summary
- The aim of informing and consulting in a collective redundancy process is to allow employees to influence the employer's decisions about redundancies. (See What is meant by informing and consulting collectively?)
- There are many benefits to informing and consulting during a redundancy situation, both for the employer and the employee. (See The importance of following good practice when informing and consulting)
- Where the employer puts in place an information and consultation policy this will help the redundancy process proceed with fewer interruptions. Employers should regularly monitor their information and consultation policy. (See The information and consultation policy and Monitoring the information and consultation policy)
- Different sections of an organisation, including senior management and HR, should have responsibility for informing and consulting, adding to the strength of the process. (See Responsibility for information and consultation)
- Where the employer trains managers and employee representatives in the skills required for consultation this will increase the efficacy of the information and consultation process. (See Training on information and consultation)
- Employers should consult with employees directly and indirectly, as both bring benefits to the process. (See Direct information and consultation and Indirect information and consultation)
- Employers should provide adequate facilities and time off, so that trade union and employee representatives can effectively inform and consult the workforce. These arrangements should be contained in an agreement. (See Arranging access between employees and trade union and employee representatives)
- Employers should allow sufficient time to inform and consult, so that employees can influence the decisions on redundancy. (See Timing of information and consultation)
- The consultation process is an opportunity for the employer to make better decisions for the business, so it should approach the process with an open mind. (See The purpose of consultation)
- Employers should inform and consult on a number of topics, permitting their workforce to influence the decisions about redundancies. (See Information and consultation topics)
- Employers should consult employees on an individual basis, regardless of whether or not they are also consulting collectively. (See Individual consultation)
Overview
Informing and consulting with the workforce is essential for the success of any business, whatever its size or type, and is particularly important in a redundancy situation. This section of the XpertHR Leading practice guides discusses how employers and employees can exchange views and ideas, issue and receive instructions, discuss problems and consider developments in a collective redundancy situation. This process helps employers make better decisions during the redundancy process, both for the business and for their employees.