Senior adviser Susan Raftery looks at how employers can be more open about potential redundancies.
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Managing a redundancy process - Step 2: Follow the right process
Why it’s important to make a redundancy plan and follow a full process when making redundancies.
TUPE: redundancy - Holding a consultation
How employers should consult employees and their representatives before making redundancies as a result of a TUPE transfer.
Your rights during redundancy - How your employer must consult
Your employer must consult you about the planned redundancies.
Managing a redundancy process - Step 7: Give notice
How and when to give employees redundancy notice, and what happens if you want to withdraw notice or an employee wants to leave early.
Managing a redundancy process - Step 9: Offer an appeals process
How to handle appeals from employees selected for redundancy.
Doing the right thing in difficult times
Kirsty Watt discusses making difficult decisions about redundancy in uncertain times.
Managing a redundancy process - Step 4: Hold consultations
How to hold consultation meetings with employees at risk of redundancy.
Managing a redundancy process - Step 3: Tell employees
Why it’s important to tell employees about your redundancy plans as early as possible and how to keep them informed.
Collective consultation for redundancy - How to hold consultation
What you must do when carrying out collective consultations.