Redundancy

Reviewing business case and timing

To confirm if redundancy is the right route, we’ll assess your business rationale, workforce data, and timings. Our goal is to reduce risk while helping you move forward.

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Individual consultation and selection pools

We design compliant processes, identify selection pools, draft correspondence, and prepare selection matrices and interview checklists. It’s all about making the process transparent and fair.

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Collective consultation and HR1 requirements

If you’re making 20 or more roles redundant, we’ll guide you through collective consultation rules. From choosing representatives and preparing meeting scripts to drafting HR1 notices, we’ll make sure you meet your legal duties and timings.

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Objective, equality-compliant selection criteria

We craft measurable, evidence-based criteria that are measurable and compliant. It’s about getting the right outcomes without legal exposure, reducing discrimination risk and improving defensibility.

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Calculating redundancy and notice entitlements

We verify statutory and contractual redundancy pay, holiday pay, notice pay and PILON, ensuring accurate calculations and compliant communications.

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Defending Employment Tribunal claims

If a claim is made, we’ll stand with you. We have deep experience defending employers in unfair dismissal claims, protective award claims, managing strategy, pleadings, evidence and representation.

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