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Benchmarking > Survey

Managing Redundancy 2012

The 2012 XpertHR Benchmarking survey on how employers manage redundancy. the survey is based on responses from 174 organisations with a combined workforce of 570,465 employees.

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Survey:	Managing Redundancy 2012	Date: 05-03-2012
Source:	XpertHR Surveys	More about this Survey

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Survey questions

Did you make any employees redundant in 2011?

What methods did you use to minimise compulsory redundancies in 2011?

Do you expect to make any employees redundant in 2012?

Why do you expect to make redundancies in 2012?

What impact did redundancies made in 2011 have on your organisation?

What are your views on redundancy?

To what extent do you agree with the following statement? "Our organisation actively seeks suitable alternative employment for those facing redundancy."

To what extent do you agree with the following statement? "Our organisation makes an effort actively to support and motivate retained staff."

To what extent do you agree with the following statement? "HR is not adequately involved in managing redundancies."

To what extent do you agree with the following statement? "Line managers in our organisation use redundancy to manage out poor performers."

To what extent do you agree with the following statement? "We only make employees redundant as a last resort."

To what extent do you agree with the following statement? "There is not enough consultation with employees facing redundancy in our organisation."

To what extent do you agree with the following statement? "Overall, the costs involved in making redundancies outweighs the benefits."

Which parties are involved in consultations on proposed redundancies?

What is your organisation’s minimum consultation period if fewer than 20 redundancies are made within a 90 day period?

What is your organisation’s minimum consultation period if 20 to 100 redundancies are made within a 90 day period?

What is your organisation’s minimum consultation period if more than 100 redundancies are made within a 90 day period?

Are your organisation's redundancy consultation periods adequate?

Which parties are involved in the selection process on proposed redundancies?

Which party has most influence in the selection process on proposed redundancies?

Which factors determine who will be made redundant?

What types of absence count against an individual for redundancy selection?

Which factor carries most weight in redundancy selection?

Do your organisation’s redundancy payments exceed the statutory minimum?

How do you measure service in assessing levels of severance pay?

Is redundancy compensation capped at a maximum payment?

Has your organisation’s redundancy package changed in the past two years?

Do you provide support to redundant employees?

Does support for employees being made redundant cover all employees?

What support do you provide to employees being made redundant?

Is the level of support your organisation offers to redundant employees adequate?

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Redundancies continue in 2011/2012: The XpertHR survey

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