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
Up to 90% of staff at Channel 4 are considering taking redundancy because of plans to relocate away from London, it has been reported.
Ford will close its Bridgend manufacturing plant by September 2020 with the loss of 1,700 jobs, workers have been told.
The government has been accused of dragging its feet over new legal protections for pregnant women and new mothers at work, as a private member's bill is introduced in the House of Commons today.
The Government is consulting on capping public-sector exit payments at £95,000. We look at the detail of the proposals and how they could affect redundancies and reorganisations in the public sector.
The Government consults on its plans for implementing a cap on exit payments for most public-sector workers in England, Wales and Scotland. The cap means that exit payments will be limited to £95,000 for staff in the civil service, local government, NHS and police.
The Government has confirmed plans to introduce a £95,000 cap on payouts for public sector workers when they leave their jobs.
Updated to include information on a new Government consultation on restricting exit payments in the public sector.
Updated to reflect an increase in the cap on a week's pay, with effect from 6 April 2019.
Updated to take into account an increase in the cap on a week's pay, with effect from 6 April 2019.
Updated to include a reminder of the maximum amount of a week's pay for the purposes of calculating statutory redundancy pay, effective from 6 April 2019.
HR and legal information and guidance relating to redundancy.
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