It is often the case that a planned company restructure or reorganisation results in fewer jobs.

If your planned restructure means you need to reduce the number of your employees, a formal redundancy procedure must be implemented.

Getting the redundancy procedure wrong can expose your business to claims of unfair dismissal which could lead you straight into a potentially expensive (money and time) employment tribunal.

A robust redundancy procedure ensures that there is:

• Communication at every step of the way.
• Regular and meaningful consultation with affected employees or their representatives.
• Fair and objective selection criteria.
• Information for those individuals not directly affected by the redundancy process.
• An appeals procedure.
• Support for the 'survivors' of the restructure.