In this blog we look at alternatives to redundancy.
The Coronavirus Job Retention Scheme (Furlough) ended on 30 September 2021 and there have been several recent news reports and surveys raising concerns about the number of employees who may lose their jobs and face unemployment once furlough is no longer an option.
Reports have estimated that up to 1 million will be unemployed once the Scheme ends – with the travel and hospitality industries in particular suffering heavily. In fact a recent study of 107 ABTA members found that the majority of firms with employees still on furlough would be needing to make redundancies as a result.
While redundancies will be unavoidable for some employers, for others there may be alternative options they could explore to avoid redundancies or minimise the number they need to make.
Employers should consider all options before pressing the button on redundancies. These options could include:
It’s really important that any changes are handled properly and the correct process followed, as they would be a change to an employee’s contract of employment and cannot be imposed unilaterally.
If an employer considers that there are no viable alternatives to redundancy, they should ensure that they follow the correct redundancy process.
Before making any redundancies, employers should inform and consult with their employees. To avoid the risk of claims for unfair dismissal and/or discrimination, it’s important that employers identify a clear redundancy situation and follow a fair redundancy process. The process required depends on the numbers of employees affected.
As a minimum this should involve:
Employees at risk of redundancy should also be given the details of any other vacancies within the company. Any employees who are made redundant with more than two years’ service are entitled to a statutory redundancy payment, as well as payments for their notice pay and any accrued but untaken holiday.
It usually takes an average of four weeks to go through a fair redundancy process and any process shorter than two weeks is likely to be subject to more scrutiny and carry more risk. Employers who are looking to make redundancies but who haven’t already started the process really should start as soon as possible.
Where an employer has no option but to make redundancies, they may want to consider offering voluntary redundancy and a settlement agreement to those affected instead of going through a formal redundancy process. This won’t be suitable in all situations but it could be useful if the process will be particularly stressful for those involved or the employer wants to make enhanced redundancy payments.
Whilst some sectors are facing a reduction in work and having to make these difficult decisions, other industries have seen an increase in vacancies and are struggling to recruit. Employers going through a redundancy process over the coming weeks may also want to consider signposting affected employees to outplacement services to provide additional assistance in finding a new role for the future.
If you would like to discuss the alternatives to redundancies in your organisation or indeed, redundancies generally, please contact a member of the Employment team.