Redundancy implementation plan template
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Supporting information
Ensure fair, compliant, and transparent redundancy processes with our Redundancy Plan template, designed for UK employers to meet legal requirements.
Redundancy implementation plan
Introduction
This Redundancy Plan outlines the procedures and guidelines to be followed by [Company Name] in the event of redundancies. It is designed to ensure compliance with UK employment law requirements and promote fair and transparent redundancy processes.
Scope and Objectives
Scope
This plan applies to all employees of [Company Name] who may be affected by potential redundancies.
Objectives
- To ensure fair and non-discriminatory redundancy selection processes.
- To provide support and assistance to affected employees during the redundancy process.
- To comply with legal obligations, including consultation requirements and redundancy payments.
Redundancy Selection Criteria
Selection Criteria
- The selection of employees for redundancy will be based on objective and non-discriminatory criteria.
- Consideration will be given to skills, qualifications, performance, disciplinary records, and any other relevant factors.
- A scoring matrix may be used to assess employees against the criteria.
Consultation Process
Individual Consultation
- Affected employees will be provided with individual consultations to
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What is this for?
The purpose of a redundancy implementation plan is to provide a lightweight, structured framework for managing the redundancy process within an organisation. It helps ensure that redundancies are handled fairly, legally, and transparently while minimising the impact on affected employees.
The plan helps by:
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Establishing clear procedures and guidelines for selecting employees for redundancy based on objective criteria.
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Outlining the consultation process to engage with affected employees, address their concerns, and explore alternative options.
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Providing guidance on redeployment opportunities and support for affected employees in finding suitable alternative employment.
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Ensuring compliance with legal requirements, such as notice periods and redundancy payments.
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Offering an appeals process to allow employees to challenge redundancy decisions if they feel they have been treated unfairly.
The redundancy plan should be issued to all relevant stakeholders involved in the redundancy process, including management, HR personnel, and employee representatives or trade unions if applicable.
Extended guidance
Employment law compliance
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Employment Rights Act 1996: Provides statutory rights and protections for employees, including redundancy payments, notice periods, and the right to be consulted during the redundancy process.
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Trade Union and Labour Relations (Consolidation) Act 1992: Sets out requirements for collective consultation with employee representatives or trade unions when planning redundancies affecting multiple employees.
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Equality Act 2010: Prohibits discrimination based on protected characteristics, ensuring that redundancy decisions are made on fair and non-discriminatory grounds.
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The Information and Consultation of Employees Regulations 2004: Requires employers to inform and consult with employees on matters that may lead to collective redundancies, ensuring their input and involvement in the process.
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The Collective Redundancies and Transfer of Undertakings (Protection of Employment) (Amendment) Regulations 2014: Introduces additional consultation requirements for collective redundancies, including providing information to employee representatives and government authorities.
