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
Updated to include information on the Government's proposals to extend redundancy protection for employees during pregnancy and after maternity leave.
July 2019 saw progress made on an unusual number of proposed employment law changes. The Government published consultations covering workplace sexual harassment, statutory sick pay, family-friendly leave and pay, flexibility in working hours, modern slavery statements, and enforcement of worker rights. It also made announcements on changes to the laws on rehabilitation periods for offenders, settlement agreements, and protection against redundancy during pregnancy and maternity leave.
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.
HR and legal information and guidance relating to redundancy.
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