Redundancy & Restructuring
Redundancy & Restructuring
Going through a redundancy process or carrying out a restructuring exercise can be a difficult exercise for employers.
To ensure a fair redundancy process any redundancy dismissal should generally cover the following areas:-
- A fair reason – the reason for any dismissal or proposed dismissal is on genuine redundancy grounds. This should mean there is either a workplace closure or the type of work that an employee/s is required to undertake has ceased or diminished;
- Selection – if an employee is selected for redundancy then the selected process should be carried out fairly and reasonably by the employer;
- Consultation – reasonable consultation should take place with the affected employee/s. This should take the form of individual consultation. Additional obligations will apply where an employer is proposing to dismiss a certain number of employee within a 90 day period; and
- Redeployment – employers are under an obligation to consider suitable alternative employment and notify employees of any suitable alternative employment opportunities.
This can be a lot for employers to take in. Our trusted and experienced employment lawyers will however be at hand to guide you through the process.
Our employment lawyers have considerable experience in advising on redundancy and restructuring matters for employers. We will make the process as easy as possible for you. We will explain any legal issues in clear terms, without going into technical jargon. We will listen to you and take the time to understand your business objectives. We will look to deliver our advice based on your business needs. We will go through the options with you and deliver a decisive and commercially focused device.
If you are a business owner or HR professional and have any queries in relation to redundancy or restructuring, please do get in touch with us.
