Redundancy Policy & Procedure

Purpose:

The purpose of this policy is to deal with cases where the employee’s role ceases to exist for reasons unrelated to the employee, such as reduced funding or a change in work practices, and where the employee(s) are not replaced. When it becomes necessary to implement a redundancy plan, the following principles will be adhered to:

  1. The selection criteria for Redundancy will be documented in advance and will be fair, consistent and objective.
  2. Each Redundancy situation will be treated on its own merits.
  3. Selection for Redundancy will not be based on any of the nine grounds specified in Equality Legislation.
  4. Where a voluntary Redundancy situation arises, the company reserves the right to refuse applications where the required number or mix of skills is not achieved.
  5. In all cases the possibility of suitable alternative employment will be investigated.
  6. Any affected employee, who is on protective leave (e.g. Maternity or Parental Leave) at the time of the decision, will remain an employee of the company until their leave is complete.

Stages of the Redundancy Process:

Stage 1

Our first step will be to document the reasons for Redundancy and why the proposed specific roles have been chosen. We will check if the planned Redundancy programme could be considered a Collective Redundancy. We will consider if the Redundancy can be completed on a Compulsory or Voluntary basis.

Stage 2

We will consult and communicate with all stakeholders and document this stage of the process. All events and actions that led to this event occurring will be specified in as much detail as possible. We will investigate the possibility of alternatives to Redundancy and all suggestions put forward by employees will be given serious consideration. Where no viable alternatives are available, it will become a Redundancy situation.

Stage 3

Any employees on protected leave or any employees with language or other needs will be considered at this point. . We will then agree a method of selection for Redundancy. Before any employee is told that their role is Redundant, any payment they are entitled to by law will be calculated and a decision made as to notice period or payment in lieu.

Stage 4

Employees will be informed of final decisions and formal noticeof Redundancy will be issued. Affected employees will be offered a meeting with management to raise any issues or questions they may have.

Stage 5

Employees can appeal decision through the Grievance Procedure.

Stage 6

Full payments for employees will be processed on date Redundancy takes affect. Form RP50 will be submitted to Department Enterprise, Trade and Employment for rebate claim.