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If you’re thinking there might be business change on the horizon and the potential for redundancy, you’ll need to identify that you have a genuine redundancy situation.

It sounds simple, but it’s not always intuitive – here are a few things for you to consider:

The same amount of work – even if you have the same amount of work, if you now need fewer people to do that work, it is still likely to be a redundancy situation.

Reduction in work – if you have a reduction of a particular kind of work but the same number of employees needed, asking employees to change what they do perhaps by reducing their role or hours, may amount to a redundancy.

Practical reality – you need to focus on the practical reality of the role and not what was written down in a job description years before (if that’s different from what’s happening on a day-to-day basis).

Adding to a role – it will be a redundancy situation if it means that the particular kind of work that the employee is doing is disappearing or reducing.

If you’re unsure whether your circumstances mean you have a redundancy situation, always take advice. Intelligent Employment is here to help with individual redundancies and we have solutions for collective consultation processes too.
This update is accurate on the date it was published, but may be subject to change which may or may not be notified to you. This update is not to be taken as advice and you should seek advice if anything contained within affects you or your business.