All organisations experience change. New customers are gained and sometimes, customers are lost, contracts are concluded or geographical locations must be changed. All of these circumstances lead to a situation where employees’ roles must be amended or sometimes terminated due to redundancy.
James House HR can help you manage all aspects of the sometimes difficult redundancy process, quickly and professionally. We are able to advise you right from the outset, covering both the legal requirements and the practical outcomes. We can advise you on statutory redundancy pay, redundancy consultation and the redundancy process. Our focus is to leave you only at the point where you have dealt with all of the legal requirements but also have an organisation that has an effective new structure.
With our help, you do not have to worry about redundancy rules including whether you have managed the documentation properly, or be at all concerned about difficult conversations with employees. We handle all aspects of the matter, attending face to face redundancy consultation meetings as required. We pride ourselves on offering a “hands-on” service for all aspects of the redundancy process.
All of our advice is a based on sound knowledge of employment law and extensive practical experience gained through advising organisations over many years. We will ensure that all redundancies are managed in such a way that there will be few problems should the matter proceed to Employment Tribunal.
Frequently Asked Questions
I need to make changes, but where do I start?
Whilst there is plenty of advice available via the internet, including redundancy pay calculators and advice from ACAS, the need to restructure can still seem like a daunting prospect. There are both legal and practical considerations to consider. James House HR will discuss your needs in full with you and we will jointly decide on a plan and suitable timescales. We will then advise you throughout the process and provide practical help in dealing with the redundancy consultation process.
What are the common mistakes that employers make when dealing with restructure and redundancy matters?
The commonest mistake is to fail to make a plan for life after the restructure. Whilst the legal considerations, in particular employee consultation and redundancy packages, are very important, it is essential that when the redundancy process is concluded you have a strong organisation able to face future challenges.