Redundancy - Transparent Process

• Your employer is obliged to consult over any proposed redundancies at the earliest opportunity – typically when they first anticipate the need to make redundancies. This includes:
• How the situation has arisen;
• How your employer intends to deal with it;
• The proposed time scales.
• Where there is a recognised Trade Union, this consultation would normally take place with their representatives. Where there is no Trade Union then the size of the redundancy exercise may result in your employer being required to allow the election of appropriate representatives from among the affected staff.
• The selection criteria should be fully explained, including how each criterion will be assessed.
• There should be individual meetings with staff to discuss the scores achieved.
• You should be made aware of any alternative positions within the company that you could apply for.
• You have the right of appeal against the decision to dismiss you.

In addition to all of the above, you have the right to be accompanied at all formal stages of a redundancy procedure by either a work colleague or a certified trade union official.

Failure to fully follow a fair and transparent process, and/or failure to select you fairly can turn a genuine redundancy into an unfair dismissal.

If you want specific advice about your particular circumstances please follow the 'Ask the Experts' link, complete the form and submit it to us. We will respond to you within 2 working days. If your enquiry is more urgent than that, please ring us on the number below.