Guide to redundancy obligations and timeline
Supporting information
The guide outlines the obligations and timeline for employers during redundancies, ensuring compliance and supporting a smooth transition.
redundancy obligations and timeline
The following timescales are indicative only.
Actual timescales will vary depending upon the complexity of the redundancy, and the number of employees.
| Stage | Task | Timeframe |
| Identification of Redundancy Need | Assess business reasons for redundancy | As soon as the need arises |
| Determine the number and roles at risk | ||
| Explore alternative options to redundancy | ||
| Consultation | Individual consultation | 2-4 weeks |
| Collective consultation | 30 days or more | |
| Provide relevant information and reasons | ||
| Discuss alternatives and gather input | ||
| Selection Criteria | Establish fair and objective criteria | Before consultation begins |
| Communicate criteria to employees | ||
| Notice and Redundancy Payments | Provide written notice | As per statutory requirements |
| Calculate and pay redundancy payments | ||
| Inform employees of entitlements | ||
| Alternative Employment | Consider internal alternative roles | Throughout consultation process |
| Offer redeployment or retraining options | ||
| Provide support and training | ||
| Termination and Appeals | Conduct fair dismissals | As per statutory requirements |
| Allow time for appeals process | Reasonable timeframe, typically 1-2 | |
| weeks | ||
| Post-Redundancy Support | Offer ongoing support and assistance | Throughout the transition period |
| Provide career counseling and job search aid | ||
| Assist with obtaining new employment |
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What is this for?
The purpose of this guide is to provide employers with a structured overview of the obligations and timeline involved in managing redundancies.
It helps employers understand the necessary stages and tasks, as well as the associated timeframes, to ensure compliance with employment laws and regulations. By following this guide, employers can effectively navigate the redundancy process, promote transparency, and support employees during this challenging period.
Employment law compliance
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Employment Rights Act 1996: Provides statutory rights for employees, including notice periods, redundancy pay, and unfair dismissal protections.
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Trade Union and Labour Relations (Consolidation) Act 1992: Regulates collective consultation requirements when making 20 or more employees redundant within 90 days.
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Equality Act 2010: Prohibits discrimination during the redundancy process based on protected characteristics, such as age, gender, race, disability, etc.
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Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE): Covers situations where a business is transferred, requiring employee consultation and protection.
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The Redundancy Payments (Continuity of Employment in Local Government, etc.) (Modification) Order 1999: Modifies redundancy payment provisions for certain local government employees.
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The Information and Consultation of Employees Regulations 2004: Requires employers to inform and consult with employee representatives in redundancy situations.
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Employment Tribunal Rules of Procedure: Provides a legal framework for resolving employment disputes related to redundancies through the tribunal system.
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Health and Safety at Work Act 1974: Ensures employers provide a safe working environment during the redundancy process and beyond.
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Statutory Maternity Pay (General) Regulations 1986: Covers maternity pay entitlements during redundancy situations for pregnant employees.
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National Minimum Wage Act 1998: Sets minimum wage rates that must be maintained during the redundancy process.
