Step 7: Give redundancy notice
You can only give an employee notice of redundancy once you've finished consulting everyone and gone through the selection process.
During the coronavirus (COVID-19) pandemic, employees still have the same employment rights, including notice of redundancy.
You should meet with each employee who’s been at risk of redundancy. It’s best to do this face to face, but if this is not possible, you should talk with them on a call.
You should allow them to be accompanied at the meeting.
For those selected for redundancy, you should also put the details of their redundancy in writing. This can be by letter or email.
You should include:
- how they scored in the selection criteria and why they received that score
- their notice period and leaving date
- how much redundancy pay they'll get and how you calculated it
- any other pay due to them, for example holiday pay
- when and how you'll pay them
- how they can appeal the redundancy decision
Employees may want to know how others have been scored. You should not share other employees’ scores. You could show how everyone scored overall, as long as you can keep it anonymous.
How much notice you should give
By law, there are minimum amounts of notice you must give (‘statutory notice periods’). Some contracts might have longer notice periods, but you cannot give less than the legal minimum.