Redundancy

The most robust and defensible redundancy processes start long before employees are placed at risk. Here’s what great planning looks like.

Redundancy exercises are likely to become more heavily scrutinised, more demanding and, if employers get them wrong, potentially much more expensive. Here’s what you need to know.

Redundancy should never be the first option. Before employment comes to an end, employers are expected to actively consider whether there are any reasonable alternatives that could avoid dismissal altogether.

Redundancy selection is about far more than completing a scoring matrix. Every score should be capable of being explained, supported by evidence and applied consistently across the selection pool. Here’s what you need to know.

Meaningful consultation is about more than ticking a box. It’s about running a fair process that stands up to scrutiny. Here’s what you need to know.

Redundancy isn’t just a headcount exercise. Discover the 10 biggest mistakes employers make and what to do to avoid them.