When laying off staff or letting employees go due to business changes, you must follow a fair process under the Employment Rights Act 1996.
This involves meaningful consultation—such as 30 days if reducing 20–99 roles—and using objective selection criteria, like skills or performance, rather than personal preference. You’ll need to provide proper notice (see question 3) and calculate statutory redundancy pay, for example, 1.5 weeks’ pay per year of service for those over 41, capped at £700 weekly in 2025. Keeping thorough records of each step can protect against tribunal claims, and HR support can ensure you stay compliant while managing this tricky process. For extra peace of mind, consider offering outplacement support, like CV workshops, to ease the transition for affected staff. It’s also wise to double-check your redundancy pool to avoid accidentally targeting protected groups, which could spark discrimination claims.
Helpful government guidance is available at: Making staff redundant: Overview - GOV.UK