You’ll need to know the answer when reshaping your business so that the process you follow is the right and lawful one.
It’s not always intuitive, so here are a few things for you to consider:
- Even if you have the same amount of work, if you need fewer people to do that work, it is still likely to be a redundancy situation;
- If you have a reduction or cessation 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;
- 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);
- Changes in the way of working are unlikely to amount to a redundancy situation;
- Adding to a role 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 as to whether you have a redundancy situation, you should always take advice. In update #3 of the series, we focus on ensuring business reasons for redundancy are chosen and communicated appropriately.