If you are experiencing a process of redundancy with your employer, it may be helpful for you to know there is a strict procedure they should be following – there to safeguard and protect your wellbeing as much as possible. Going through a redundancy process is stressful, and, if the procedure is not followed correctly, can lead to further complications, such as employment tribunal and discrimination.

Your employer’s redundancy process should cover:

1. The reason for your dismissal, which should be a statutory definition, for example, the type of work you undertake has stopped or reduced.
2. Fair selection. If it’s your role that is at risk of redundancy but it’s you who has been selected, you could have a potential claim against your employer.
3. Consultation with you on an individual basis to attempt to avoid your potential redundancy.
4. Redeployment opportunities through alternative employment within the organisation, with notification of any vacancies suitable for you.

If the above is not included in your redundancy process, you could very well have grounds for a case against your employer. Similarly, where discrimination has occurred in the redundancy process, you may also have a case to raise. Discrimination can be:

• Failing to consult with you because you are on maternity leave.
• Providing you with a poor attendance record, where your absence is due to a serious medical condition.
• If you are pregnant, failing to offer you suitable alternative employment.