With dedicated redundancy advice for employers, Sentient provides legal advice and HR support to businesses of all types.
If you need to make some employees redundant, Sentient’s HR and legal experts can guide you through the process step-by-step, ensuring a fair procedure for both your organisation and your staff.
Sentient work alongside the Employment RIghts Act 1996 to ensure redundancy situations are genuine and fair for all parties.
The redundancy process may differ on a case-to-case basis. There are many pitfalls for the unwary employer. Sentient only employs HR professionals with enormous experience in redundancy issues and we have given advice to hundreds of employers.
Call us to see how we can help, or contact us to inform our people of your circumstances and we’ll see how we can get started.
Step by step redundancy assistance for businesses:
Consultation: Depending on the numbers affected by redundancy, businesses and employees may need to go through a process called collective consultation. This is a 30 to 45 day period whereby employers will need to consult with recognised trade unions or employee representatives may need to be elected. Employee representatives can then discuss terms with the employer on behalf of the collective.
Selection: We will need to determine if the role to be made redundant is a unique role or one from a group of employees who undertake the same or similar type of work. If selection is required, we need to identify the appropriate selection criteria to be used; and ensure this is scored objectively.
Confirmation: Sentient will advise on the process to set up the final consultation meeting where an employee’s redundancy is to be confirmed. An employee does have the right to be accompanied at this meeting by a trade union representative or a work colleague. Employers should also look to have legal representation, which we can provide.
Pay and Entitlements: An employee with more than 2 years’ of service would be entitled to a redundancy payment. Redundancy pay is calculated based on the employee’s age and length of service. Our legal experts will help calculate the lawful Redundancy Payment.
Reminder – Whilst every care is taken to ensure that our content is correct, Sentient cannot accept responsibility for the accuracy of statements made, nor the result of any actions taken by individuals after reading our webpages. We therefore recommend businesses considering redundancy call or contact us for a consultation.