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Redundancy
3. Avoiding Redundancies
3.1 You are legally obliged to take reasonable steps to avoid compulsory redundancies.
- The possibilities include short-time working, overtime bans, shedding temporary or contract labour, lay-offs, transfers, redeployments, early retirements, or calls for volunteers. These should usually all be considered and rejected as impractical before there are any compulsory redundancies.
- Over time, natural wastage or a freeze on recruitment might achieve the same result.
3.2 If your plans involve 20 or more redundancies, you must consult with employees' representatives or trade union.
- Employee representatives can be existing representatives, information and consultation (I&C) representatives or new ones specially elected for the purpose.
- The process must include consultation on how to avoid dismissals, how to reduce the numbers dismissed and how to minimise the consequences.
- Discussions must be genuine. There is a legal duty on the employer to consult 'with a view to reaching agreement'.
Labels: Employment Regulations
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