As an employer, you can lay someone off if you don’t have enough work for them. Lay-offs can be a convenient alternative to permanent redundancies if you expect the downturn in business to be temporary. However, you must ensure you are legally permitted to impose a lay-off and follow the correct procedure. If you don’t, … Read more
Laying off employees can prevent an employer from having to make redundancies following a temporary downturn in business. However, you can only make lay-offs when legally entitled to do so. Here, our expert HR professionals explain what lay-offs are, when you might want to make lay-offs, and how to lay off employees legally. Call us … Read more
Small businesses face a number of challenges, some of which can affect their profitability. When faced with a downturn in business, small business owners sometimes need to consider reducing their workforce by making redundancies. One of the questions regularly asked of our HR and employment law specialists is, ‘Do small businesses have to pay redundancy … Read more
Making one person redundant in a small business can be incredibly stressful for both the employer and the workforce overall. Following the correct procedure is absolutely essential, both to avoid legal proceedings and maintain staff morale. Here, our specialist HR and employment law advisors explain, step by step, the process you should follow when making … Read more
When they are thinking of laying off employees, small businesses must follow a fair procedure. Failing to do so can render any dismissals they make unfair and enable the affected employees to bring unfair dismissal claims in the Employment Tribunal. Here, our skilled HR and employment law professionals give a general overview of the legal … Read more
If you do not follow a fair process when making redundancies, the affected employees could take you to an employment tribunal. The redundancy process for less than 20 employees is not as prescriptive as the one you must follow if your plans affect more than 20 workers, but it still must be fair. Here, our … Read more
When an employee is made redundant, their employer must pay them redundancy money. Here, our specialist HR and employment law advisors discuss the different types of redundancy money employees are entitled to and explain how to calculate them. Call us now on 01491 598 600 or Click Here to Make An Enquiry and we will … Read more
Redundancy holiday pay is one of a number of payments employers must make to an employee when their employment ends by reason of redundancy. Here, our expert HR professionals explain how redundancy holiday pay works, including what an employee facing redundancy is entitled to and how you should calculate it. Call us now on 01491 … Read more
When considering making employees redundant, following the correct redundancy timeline is essential. Failing to follow a legally compliant redundancy timeline may render any dismissals you make unfair and expose you to unfair dismissal claims. At Gap HR, we have been providing HR and employment law support to small businesses for over twenty years. With a … Read more
A key step in a fair redundancy process is giving those employees selected for redundancy the correct notice. How much redundancy notice an employee must be given depends on various factors, including how long they have worked for you and whether their entitlement is contractual or statutory. Our expert HR Advisors specialise in supporting small … Read more
Statutory redundancy notice periods dictate how much notice an employee selected for redundancy must be given before their employment with you ends. Understanding statutory redundancy notice periods and ensuring you adhere to them is crucial in following a proper redundancy process and avoiding Employment Tribunal claims. At Gap HR, we are experts in HR and … Read more
The required redundancy consultation for less than 20 staff is less prescriptive than the one you must follow when more than 20 employees are affected, but it must still be fair. Employers are subject to strict legal duties when making redundancies, no matter how many employees are affected. If you fail to follow the correct … Read more
Employers may need to consider redundancies for a variety of reasons, including a downturn in business or relocation. A key aspect of any redundancy process is the consultation period. Adhering to your legal obligations in connection with consultation periods is essential in ensuring you treat staff fairly and avoiding unfair dismissal claims. The legal requirements … Read more
Making redundancies can be a difficult decision but it is a necessary step at times to ensure the ongoing success of your business. Specific laws and regulations protect the rights of employees at risk of redundancy and those made redundant to make sure they are treated fairly. While these laws and regulations protect all employees … Read more
PILON stands for ‘payment in lieu of notice’. PILON redundancy refers to situations in which an employee who has been made redundant stops working for you immediately, but you still pay them in full for their notice period. As an employer, if you do not adhere to your legal obligations relating to PILON by, for … Read more
When considering making redundancies, you must follow a fair and legally sound process. What will be deemed ‘fair’ depends on several factors, including how many employees’ roles are affected by your proposals. Whatever process you follow, consulting with the affected employees is crucial. The consultation process often involves several meetings with the relevant employees or … Read more
Making employees redundant is a hard but sometimes unavoidable part of running a business. Employment law imposes strict obligations on employers making redundancies, and its crucial to understand how to make someone redundant fairly and in line with your legal duties to avoid facing employment tribunal proceedings. At GAP HR, our team of HR and … Read more
The consultation period for redundancy is a crucial aspect of the redundancy process. As an employer, it is vital to understand your obligations in respect of consultation and adhere to them. If you don’t, the employees selected for redundancy may have cause to bring an unfair dismissal claim against you. At Gap HR, we specialise … Read more
The nature of the redundancy process relevant to any given situation depends on several factors, including how many employees are likely to be affected by your proposals. If you are considering making redundancies and are unsure of your legal obligations, taking advice from expert HR specialists like ours will ensure your processes are fair, justifiable, … Read more
As an employer, you must adhere to various laws and regulations aimed at ensuring you treat your staff fairly, including when you are planning to make redundancies. The rules that apply to the redundancy process for one employee differ from those that apply when you are planning to make 20 or more employees redundant. Here, … Read more
A redundancy consultation meeting is a key part of the redundancy process. If you do not properly consult your employees in a redundancy situation, any subsequent redundancies will likely be deemed unfair, and an affected employee may commence tribunal proceedings against you for unfair dismissal. At Gap HR, we specialise in providing HR and employment … Read more
When considering making redundancies, its crucial to understand the intricacies of redundancy pay. Employees often ask, ‘How much is redundancy pay in the UK?’ As an employer, having a clear understanding of your obligations regarding redundancy pay not only equips you to provide accurate information to your employees, but also ensures you avoid an employment … Read more
When you make an employee redundant, you may need to pay them redundancy. Specific rules and regulations govern redundancy payments, and as an employer, it’s essential to understand those rules to avoid inadvertently falling foul of them and ending up before an employment tribunal. A question often asked by employees who have been made redundant … Read more
If your organisation needs to make redundancies, the affected employees may have the right to redundancy pay. The minimum redundancy pay depends on the employee’s age and how long they have worked for you. It’s essential to calculate an employee’s redundancy pay correctly and pay it on time. If you don’t, the employee may issue … Read more
There’s one employment law story dominating the headlines this week, and it’s P&O’s decision to sack 800 staff with zero notice. And in case you’re wondering what P&O did wrong, it’s NOT the fact that they made a business decision that they needed to let all of those staff members go – P&O have likely … Read more
We went through a redundancy process at a golf club back in July 2020. And it was all very calm. Too calm. There were several staff members at risk, including the club manager, and when that happens, it can be quite challenging – managers are much less inclined to play ball. Not this time though … Read more
Why The Redundancy Announcement Script? A redundancy announcement can be a very hard thing to do. It is one of the most unpleasant tasks that you will have to do, telling staff that their position in the company is potentially no longer needed. Unfortunately, it is a task that nearly every employer will have to … Read more
Yes! If you employ anyone, be it a cleaner, nanny, or sales person means that you have responsibilities under employment law.As is usual in law, ignorance is not a defence and will not protect you!You don’t need to pay redundancy to staff who have worked less than two years for you. You will obviously have to pay … Read more
Redundancy Costs (video and transcript) Costs of redundancy, so that you have this in mind is you need to do three weeks consultation. Which is a normal salary and you’re paying tax and national insurance on that. Plus, their notice period, which again, is their normal salary with tax and national insurance paid on it. … Read more
Voluntary Redundancy (video and transcript) To make the process a bit easier is to ask for volunteers a little red man there putting up his hand. Voluntary redundancies, so the way to get people to volunteer for redundancy is to offer them more than they would have got if they were made compulsorily redundant. So, … Read more
This applies to all staff over two years’ service. If staff have under 2 years continuous service, they are not entitled to statutory redundancy pay. When you make an employee redundant, you need to pay them their notice period and statutory redundancy pay. Some employers also have an increased level of contractual redundancy pay, but … Read more
Solicitors in redundancy are always a hot topic – but you’re probably wondering where the law stands about this.. Can they bring a solicitor to the redundancy meeting? As you’d expect, we’re having a lot of conversations about redundancy at the moment, and if you’re sadly having to consider redundancy, then here are some must … Read more
Yes! If you employ anyone, be it a receptionist, sales person or nanny means that you have responsibilities under employment law. As is usual in law, ignorance is not a defence and will not protect you! You don’t need to pay redundancy to staff who have worked less than two years for you. You will … Read more
”I have been made redundant before and it is a terrible blow; redundant is a rotten word because it makes you think you are useless.” Billy Connelly Picture the scene. You’re about to make a redundancy announcement to a staff member. You are seated at your desk when there is a knock at the door. … Read more
This is a formula worked out by the CIPD to show companies that making “knee jerk” redundancies is not necessarily the easy and cheap way out of a financial bind. (n ×R) + (x ×H) + (x ×T) + ny(H + T) + Wz(P – n) Where: n = number of people made redundant R … Read more
