In this article
1. Explore other avenues before redundancy.
Trying to avoid compulsory redundancies proves that your company has made every effort to keep its employees in employment. Examples of ways you can avoid redundancies include:
- Dismissing any self-employed contractors or freelancers your company is employing
- Seeking applications from staff to work flexibly
- Restricting the recruitment process for the company
- Reducing or banning overtime work
- Short-time working (work fewer than the normal hours per day/week) or temporary lay-offs
- Filling vacancies elsewhere in the company with existing employees
If you are offering somebody the opportunity of alternative work, your company will need to meet a few requirements to ensure the offer is valid:
- The offer should be unconditional and in writing
- It must come before the employee’s current contract ends
- It should show how the new job differs from the old one
- The proposal must be made to the employee – they should not have to apply
- The new job must start within four weeks of the old job ending
Employees who accept alternative work are allowed a four-week trial period to see if the work is suitable. If you both agree that it is not, they can still claim redundancy pay.