Redundancy
Practical HR solutions to managing redundancy effectively
We know that for many employers, considering the redundancy of any member of staff is a last resort. We often work with employers exploring possible alternatives to redundancy such as cost-cutting across the business, reviewing suppliers, and negotiating shorter working hours or reductions in pay. In some cases, however redundancies are sometimes unavoidable.
A redundancy situation arises either when an employer restructures the business, closes or relocates its operations, or there is a change in business circumstances which reduces the number of staff it needs in its employment.
At vivoHR, we advise clients on the right procedures to follow when redundancy become necessary.
How we can help …
- Advising on the possible selection pool, identifying and applying redundancy criteria
- Reviewing alternative employment opportunities
- Â Fulfilling both individual and collective redundancy consultation obligations
At vivoHR, we’re here to ensure the redundancy process is handled with transparency and respect. We will provide you with clear, commercial advice that is aligned to your business objectives, whilst also meeting the complex legal requirements.
Rebuilding & re-energising your team after redundancies
At vivoHR, we understand that redundancy decisions impact not just those leaving but also those who remain. Managing the transition effectively is key to maintaining morale, productivity, and business stability.
While we ensure that departing employees leave with dignity and the support they need – including fair treatment, clear communication, and references to help them move forward – we also focus on the well-being and engagement of your remaining workforce.
Redundancies can create uncertainty, anxiety, and a dip in morale. That’s why we help businesses implement strategies to rebuild confidence, reassure employees, and foster a sense of stability and purpose. Open communication, clear role expectations, and leadership support are essential to maintaining motivation and productivity in the months that follow.
Support those leaving with care and clarity
Rebuild confidence among your team
Refocus and re-energise your workforce
How vivoHR supports businesses post-redundancy
Structured Communication Plans
Helping leaders share clear, transparent updates to build trust and prevent uncertainty
Employee Engagement Strategies
Reassuring and motivating remaining staff to maintain a positive workplace culture
Restructuring & Role Realignment
Supporting businesses in redefining responsibilities to maximise productivity and efficiency
Leadership & Management Guidance
Equipping managers with the tools to lead with confidence and address team concerns effectively
With the right approach, your business can emerge stronger and more focused after a period of change. Let vivoHR guide you through the process, ensuring a smooth transition for your team and long-term business success.
Redundancy FAQS
I need to make staff redundant but don't know where to start. What do I do?
Redundancies are a difficult but sometimes necessary part of business. Here’s a simplified approach:
- Identify the need: Clearly define the business reasons for redundancy
- Explore alternatives: Consider options like recruitment freezes, reduced hours, or retraining before resorting to redundancies
- Select employees objectively: Use fair and consistent criteria to select employees at risk
- Consult with employees: Explain the reasons, discuss options, and answer their questions
- Provide support: Offer support services like outplacement and career advice
- Contact vivoHR for expert guidance, advice and support!
How many redundancy consultation meetings are we required to offer?
There’s no single magic number for redundancy consultation meetings. The number of meetings will vary depending on the specific circumstances of each redundancy situation. The key is meaningful consultation, not just ticking boxes.  The number of meetings will depend on the complexity of the situation and the employee’s needs. The focus should be on open and honest dialogue, exploring options, and answering employee questions.
Can a redundancy be withdrawn?
Yes, in some circumstances, a redundancy notice can be withdrawn.
Circumstances may change: If the business situation changes significantly (e.g., a new project arises, or a key employee leaves unexpectedly), the need for redundancy may disappear.
Employee agreement: The employer can withdraw the redundancy notice if the employee agrees to continue their employment.
However:
Withdrawal is not always possible: If the employee has already started looking for a new job or incurred expenses due to the redundancy, withdrawing the notice may not be feasible or fair.
Legal advice is essential: It’s crucial to seek legal advice before withdrawing a redundancy notice, as there can be legal implications.
Key Considerations:
Transparency and communication: If you decide to withdraw a redundancy notice, be transparent and communicate clearly with the affected employee.
Employee agreement: Ensure the employee understands the implications of withdrawing the notice and agrees to continue their employment.
Document everything: Maintain clear records of all communications and decisions related to the redundancy process.
What’s the cost for pay-as-you-go hr support?
Pay-as-you-go support is £120 + VAT per hour. Great for one-off help without a subscription.
What’s the price for phone and email support?
Phone and email support starts from £100 + VAT – ideal for day-to-day questions or quick advice.
Do you offer monthly HR support packages, and what do they cost?
Yes – our monthly retainers start from £217 + VAT. These give you ongoing support with the flexibility of a monthly plan.
Let’s Get Started
Contact us today for a free consultation and discover how our practical HR solutions can help your business effectively manage redundancy situations.