5. Be Fair
When making your selection process for redundancies, it can be easy to quickly become biased, particularly when considering employees you get on well with.
Be fair and consistent when considering employees by creating a pool of selection. A typical way to do so is by creating a scoring system for each employee depending on what attributes they bring to your business and their cost. The lowest-scoring is typically selected for redundancy.
By doing so, if you are brought to an employment tribunal, you can produce your selection process and this will be used to help determine if a dismissal is fair or unfair.
Notice periods should be given to all members of staff; the legal minimum requirements of length will vary depending on their length of service. 1 month to 2 years of service requires at least a week’s notice, 2 to 12 years requires a week’s notice for each year of employment, and anyone who has served 12 years or more must be given 12 week’s notice.
The decision to make redundancies is never easy for any employer, but by making sure you’ve considered every option, followed government advice, and brushed up on the legality and rights of each of your staff members, you can make the process as easy as possible.
In doing so, you’ll be protecting yourself and your organisation whilst also doing everything possible to make sure your employees leave on good terms.
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