Editor's message: With ongoing advances in technology and constant modifications to ways of working in order to remain competitive, redundancy exercises are a fact of life for most organisations.
No employer will find the experience of making employees redundant easy or pleasant. However, where redundancies are necessary, following good principles of redundancy management will help protect against tribunal claims as well as minimising the stress for departing employees and the potentially negative impact on redundancy survivors' morale.
These include ensuring that there is a genuine redundancy situation, that a proper consultation exercise is carried out as early as practicable, and that fair and consistent selection criteria are applied. It will also be important to take steps to find alternative employment for redundant employees.
Stephen Simpson, principal employment law editor
A charity has called for greater legal protections for new mothers, claiming the Government has failed to act on the recommendations of the Women and Equalities Committee inquiry into pregnancy and maternity discrimination.
Updated with information on trends in supporting redundancy survivors.
The Government consults on new proposals to reform the Civil Service Compensation Scheme.
Outplacement used to be a service offered by employers to smooth the exit of key employees from the business. But now many organisations are using it in a more strategic way to ensure they develop the right talent and that employees emerge stronger from major changes.
The Employment Appeal Tribunal (EAT) has held that, in assessing the employer's justification defence, the tribunal had failed to adopt a holistic approach and consider an age-related cap on redundancy payments within the broader context.
Updated to include information on the repayment of contractual redundancy pay for very senior managers returning to the NHS within 12 months.
In this week's podcast, we offer practical advice on how to identify a fair selection pool during a redundancy process.
The Employment Appeal Tribunal has held that the employee's disability-related absence was not the effective cause of the employer's decision to make the employee redundant. Rather, the absence was part of the context in which the employer identified the opportunity to restructure its business and eliminate the employee's post.
The maximum amount that can be used to calculate an employee's statutory redundancy pay increases to £489 per week from today.
Updated to reflect the increase in the cap on a week's pay for the purposes of calculating redundancy pay, in force on 6 April 2017.
HR and legal information and guidance relating to redundancy.