Once you have concluded that there is a potential need to make redundancies, you need to identify the following:
Whose jobs may be at risk?
Why are those jobs at risk?
What is the time frame you are looking at?
Once you have answers to these questions you can begin to consult with the affected employees. Remember at this stage you are only consulting over a proposal, nothing has yet been decided.
If you decide to go ahead with the proposed redundancies, you need to decide how you will select individuals who are at risk.
You should have in place a “skills matrix” which you use to assess all the affected employees’ skill sets. Make sure that neither the skills matrix, nor the scores given, could be seen to be discriminatory.
You can then continue with the consultation with those who have received the lowest scores and begin looking for suitable alternative employment for those employees whose jobs are scheduled to go.
Once the final decisions have been taken, make sure that the employees are given the right to appeal.
If you do have to dismiss any employees, make sure they receive their statutory redundancy pay. Click here to use our free statutory redundancy pay calculator.