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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Managing Redundancy and Employee Support Policy

1. Purpose

This policy outlines the approach of {{org_field_name}} to managing redundancy in a fair, transparent, and compliant manner, ensuring that affected employees receive appropriate support and guidance while maintaining the highest standards of care for the people we support.

The policy aims to:

• Minimise the impact of redundancies through workforce planning and alternative employment opportunities.
• Ensure all redundancy processes comply with employment law and CQC good governance regulations​.
• Provide clear communication and emotional and practical support to employees affected by redundancy.
• Maintain continuity of care and safeguard the well-being of the people we support.
• Protect organisational integrity and staff morale through a fair, respectful, and legally sound process.

2. Scope

This policy applies to:

• All employees of {{org_field_name}}, including full-time, part-time, and agency staff.
• Registered Manager, HR personnel, and Senior Management overseeing redundancy procedures.
• CQC inspectors who assess compliance with good governance, duty of care, and fair employment practices.

3. Related Policies

• CH04 – Good Governance Policy
• CH14 – Receiving and Acting on Complaints Policy
• CH16 – Health and Safety at Work Policy
• CH23 – Lone Working and Staff Safety Policy
• CH26 – Recruitment, Selection, and Retention Policy
• CH27 – Staff Supervision, Training, and Development Policy
• CH28 – Staff Conduct and Code of Ethics Policy
• CH31 – Disciplinary and Grievance Policy
• CH35 – Duty of Candour Policy​

4. Policy Statement

At {{org_field_name}}, we are committed to treating employees with respect and dignity throughout any redundancy process. We recognise that redundancies can be distressing, and we strive to support affected employees while ensuring that our care home continues to provide safe, high-quality care.

The redundancy process will always be fair, non-discriminatory, and legally compliant, following ACAS guidelines and relevant employment legislation.

5. Managing Redundancy Effectively

We aim to prevent redundancies where possible by considering:

1. Natural staff turnover – Not filling vacated positions.
2. Alternative employment – Offering other suitable roles within the organisation.
3. Flexible working arrangements – Reducing hours or job-sharing options.
4. Redeployment opportunities – Identifying other vacancies within the organisation.

Where redundancy is unavoidable, we will follow a structured and compassionate approach.

5.1. Justifiable Reasons for Redundancy

Redundancy may occur due to:

• Financial constraints impacting operational costs.
• Changes in service provision or restructuring of care services.
• Advancements in technology reducing staffing needs.
• Regulatory changes requiring different skill sets.
• Reduced occupancy levels leading to fewer required staff.

All decisions will be justified and documented to demonstrate fairness and necessity.

5.2. Consultation Process

Before making any redundancies, {{org_field_name}} will:

• Engage in meaningful consultation with affected employees as early as possible.
• Provide written notice outlining the reasons for redundancy.
• Offer alternative employment opportunities, if available.
• Consider staff feedback and suggestions for alternative solutions.

For large-scale redundancies (20+ employees), collective consultation rules will be followed.

5.3. Selection Criteria

If redundancies are necessary, we will apply fair selection criteria, including:

• Skills, qualifications, and competencies relevant to ongoing care provision.
• Performance history and disciplinary record.
• Attendance record (excluding disability-related absences).
• Length of service, where appropriate.
• Flexibility and ability to adapt to changing service needs.

All criteria will be objective, transparent, and non-discriminatory.

5.4. Notice Period and Redundancy Pay

Employees being made redundant will receive:

• Statutory notice periods, as per UK employment law:
  • 1 week’s notice for employees with 1-2 years of service.
  • 1 week per year of service (up to a maximum of 12 weeks).
• Statutory redundancy pay, based on age, weekly pay, and length of service.

If enhanced redundancy pay is available, it will be outlined in employment contracts.

6. Employee Support During Redundancy

To minimise distress and support employees, we will provide:

6.1. Emotional Well-being Support

• Confidential counselling services via Employee Assistance Programme (EAP).
• Well-being check-ins with HR or senior management.
• Support groups for affected employees.

6.2. Practical Assistance

• CV writing and interview preparation workshops.
• Career coaching and training support.
• Signposting to external job search resources.

6.3. Financial Guidance

• Information on redundancy pay entitlements.
• Referral to financial advisory services.
• Guidance on benefits eligibility (e.g., Universal Credit, Jobseeker’s Allowance).

7. Ensuring Continuity of Care

Despite redundancy challenges, {{org_field_name}} prioritises the well-being of the people we support by:

• Ensuring adequate staffing levels throughout the transition.
• Conducting handover meetings for seamless continuity of care.
• Communicating any staff changes to residents and families in a sensitive and transparent manner.
• Complying with CQC’s Good Governance regulations to maintain service quality​.

8. Appeals and Grievances

Employees who believe the redundancy process was unfair can:

• Submit a formal appeal under the CH31 – Disciplinary and Grievance Policy​.
• Request a review of the selection criteria applied.
• Raise concerns through CQC’s whistleblowing procedure if they suspect unfair practices.

All appeals will be reviewed fairly and impartially, with responses given within 14 days.

9. Risk Management and Compliance

To ensure compliance with employment law and CQC standards, we will:

• Regularly review workforce needs to anticipate and mitigate redundancy risks.
• Ensure all redundancy processes align with employment law and ACAS guidance.
• Maintain clear documentation of all redundancy decisions for CQC inspection and auditing.
• Conduct exit interviews to gather feedback and improve future redundancy processes.

10. Policy Review

This policy will be reviewed annually or sooner if legislative or organisational changes occur. {{org_field_name}} is committed to fair, ethical, and compliant redundancy practices that uphold employee well-being and service continuity.

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Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Reviewed on: {{last_update_date}}
Next Review Date: {{next_review_date}}
Copyright © {{current_year}} – {{org_field_name}}. All rights reserved.