Handling Redundancies
Redundancies occur when an organisation reduces its workforce due to business needs, such as restructuring, downsizing, or economic pressures. This process involves removing roles which are no longer required, which can result in employees losing their jobs.
Redundancies can be challenging for the organisation and the affected employees, as they often involve legal considerations, financial implications, and emotional impact.
Our Expertise
We understand that handling redundancies effectively requires careful planning, clear communication, and adherence to legal requirements. It involves more than just removing job roles. it includes supporting employees throughout the process, maintaining morale, and ensuring the organisation remains compliant with redundancy and consultation legislation.
An organisation must approach redundancies with sensitivity, fairness, and transparency to minimise the disruption and potential negative impact on the workforce.
How We Help
Developing Redundancy Policies and Procedures
Providing Tools and Resources
Supporting the Redundancy Process
Providing Organisational Support
Our Services
HR Packages
When you choose a HR package, our HR Consultants become your trusted partner delivering ongoing support. Our first step is to conduct an HR audit. We then work with you to create a future-thinking people plan. Your policies and procedures are fine-tuned, and we work collaboratively and proactively on your people plan throughout the year.
HR Project Support
Sometimes you reach a change point, or your existing HR structures are at their limits, and you would like targeted support where and when you need it. We help you deal with complex, and often time-consuming, people challenges, allowing you to focus on what your business needs to grow and what you need for peace of mind.
HR Document Support
Your policies, employment contracts, and employee handbook are essential to help your employees understand who you are and set the right expectations. Whether you’re a start-up, a growing business, or your documents need a refresh, we supply easy-to-understand documents that engage your employees, reflect your values and ensure you’re legally compliant.
“Albany HR provided invaluable external support to our school across a range of case management areas and departments, as well as in the development of HR policies, processes, and guidelines. Kathleen and Jen were a fantastic team to work with—approachable, professional, and quick to grasp our specific requirements and the context of the cases they assisted us with. Their expertise and understanding made a significant difference, and I would not hesitate to work with Albany HR again. I highly recommend them.”
FAQs
What are the best practices for communicating redundancies to employees transparently and compassionately? 
Organisations should communicate redundancies clearly, providing reasons for the decision, and holding individual consultations where possible. Transparency, empathy, and sensitivity are key, ensuring employees feel respected and supported throughout the process.
How can organisations ensure that redundancy decisions are fair and based on objective criteria?
Redundancy decisions must be based on objective, non-discriminatory criteria such as performance, skills and behaviours, avoiding personal bias. A clear, fair selection process should be communicated, and all employees should be assessed consistently.
What support should be offered to employees affected by redundancy?
Employers should offer redundancy packages, provide outplacement support, and help with CV writing, job search skills, or retraining. Offering mental health support and access to counselling can also ease the emotional impact of redundancy.
What are the legal requirements and potential pitfalls companies should be aware of when implementing redundancies?
Employment law requires companies to follow proper consultation processes, provide statutory redundancy pay, and adhere to notice periods. Failure to comply with legal obligations, like skipping consultation periods, or having meaningful consultation, could result in unfair dismissal claims or legal disputes.
