The first stage of redundancy is planning
The first stage of redundancy is planning, HR and line managers liaise to discuss the departmental structure.
The next stage is fairly identifying the pool of employees that are due to be put at risk by devising redundancy selection criteria.
The next stage is to inform the employees and hold a consultation meeting.
Once we consult the employees that they are at risk of redundancy, this is followed by at least one further consultation meeting. As the employer we must be seen to consider any argument that the employee puts forward.
If redundancy occurs employees will be informed in writing and be given an explanation of the redundancy payment that they will receive.
The employee is then able to appeal against the decision, to show that we have actively considered alternative employment within the company for the employee.
If there isn’t alternative employment and no appeals have been made, the next stage is to make the redundancy payment.
After a redundancy has been carried out, employees can often feel deflated, so at Pershing advice is offered on seeking alternative employment and in some cases counseling is suggested.