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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Managing Redundancy and Employee Support Policy

1. Introduction and Purpose

{{org_field_name}} is committed to providing a stable and supportive working environment for all employees. However, there may be occasions where organisational changes, restructuring, or economic factors necessitate a reduction in the workforce. This Managing Redundancy and Employee Support Policy outlines our approach to handling redundancies in a fair, transparent, and compassionate manner while ensuring continued compliance with employment law and CQC standards.

This policy also emphasises our commitment to supporting affected employees throughout the redundancy process, including access to practical assistance, emotional support, and career transition resources.

2. Scope of the Policy

This policy applies to all employees of the company, including full-time, part-time, and fixed-term contract staff. It covers all aspects of the redundancy process, including:

• Identifying potential redundancies.
• Consultation with affected employees.
• Selection criteria and decision-making.
• Notice periods and redundancy pay.
• Employee support and career transition.

3. Principles of Redundancy Management

Our approach to managing redundancy is guided by the following principles:

• Fairness and Transparency: Decisions are made based on objective criteria, with clear communication at each stage.
• Legal Compliance: The process adheres to the Employment Rights Act 1996, the Equality Act 2010, and ACAS guidelines.
• Minimising Impact: Efforts are made to explore alternatives to redundancy, such as redeployment or reduced hours.
• Compassion and Support: Affected employees receive practical assistance, emotional support, and access to career transition services.

4. Identifying the Need for Redundancy

Redundancy situations may arise due to:

• Organisational restructuring to improve efficiency.
• Financial constraints or funding reductions.
• Closure of a service, branch, or specific role.
• Technological changes reducing the need for certain roles.

Before proceeding with redundancies, the company explores all reasonable alternatives, including:

• Reviewing non-essential spending.
• Implementing a recruitment freeze.
• Offering voluntary redundancy.
• Considering flexible working arrangements.

5. Consultation Process

Effective consultation is central to a fair redundancy process. Our approach includes:

• Early Notification: Employees and trade union representatives (if applicable) are informed as soon as redundancy is considered.
• Individual Consultation: Each affected employee has one-to-one meetings to discuss the reasons for redundancy, alternative options, and available support.
• Collective Consultation: If 20 or more employees are at risk within a 90-day period, collective consultation requirements under the Trade Union and Labour Relations (Consolidation) Act 1992 are followed.
• Feedback and Consideration: Employee feedback is actively sought, and suggestions for avoiding redundancy are considered.

6. Selection Criteria

When redundancy cannot be avoided, fair and objective selection criteria are applied, including:

• Skills and Qualifications: Relevant training, certifications, and professional competencies.
• Performance: Consistent work quality, reliability, and adherence to company standards.
• Attendance and Conduct: Attendance records and disciplinary history.
• Length of Service: While not a primary factor, tenure may be considered in tie-break situations.

Selection criteria are applied consistently, documented thoroughly, and communicated clearly to affected employees.

7. Notice Periods and Redundancy Pay

Employees selected for redundancy are entitled to:

• Notice Periods: In accordance with contractual terms and statutory requirements:
  • At least one week’s notice for each year of continuous service, up to a maximum of 12 weeks.
• Redundancy Pay: Based on age, length of service, and weekly earnings, as per statutory redundancy pay calculations:
  • Half a week’s pay for each full year under age 22.
  • One week’s pay for each full year between 22 and 40.
  • One and a half weeks’ pay for each full year over age 40.

Employees receive a written statement detailing how redundancy pay has been calculated.

8. Redeployment and Alternative Employment

The company actively seeks alternative employment opportunities for affected employees, including:

• Internal Redeployment: Exploring vacancies within the organisation.
• Training and Upskilling: Providing access to relevant training to facilitate redeployment.
• Priority Consideration: Giving affected employees priority for suitable vacancies.

If redeployment is successful, a trial period of four weeks is offered to assess suitability.

9. Employee Support During Redundancy

Recognising the emotional and practical challenges associated with redundancy, the company provides comprehensive support, including:

• Emotional Support: Access to counselling services and mental health resources.
• Career Transition: CV writing workshops, interview coaching, and job search assistance.
• Financial Advice: Guidance on managing finances, accessing benefits, and understanding redundancy pay.

Employees are encouraged to discuss individual needs with HR, ensuring tailored support is provided.

10. Appeals Process

Employees have the right to appeal redundancy decisions they believe to be unfair or procedurally flawed. The appeals process includes:

• Written Appeal: Submission of a written appeal within five working days of the redundancy notice.
• Independent Review: A senior manager not involved in the original decision conducts the review.
• Outcome Notification: The employee receives a written outcome within 10 working days.

11. Post-Redundancy Follow-Up

The company remains committed to supporting former employees after redundancy. This includes:

• Providing employment references.
• Offering continued access to career support for up to three months.
• Monitoring workforce morale and addressing concerns among remaining staff.

12. Monitoring and Continuous Improvement

To ensure fairness and efficiency, the redundancy process is subject to regular review, including:

• Auditing redundancy decisions and outcomes.
• Collecting feedback from affected employees.
• Identifying lessons learned to improve future processes.

13. Confidentiality and Data Protection

All redundancy-related information is handled in line with GDPR requirements, ensuring:

• Secure storage of personal data.
• Limited access to authorised personnel.
• Data retention only for as long as necessary.

14. Conclusion

While redundancy is always a last resort, {{org_field_name}} is committed to managing the process with fairness, transparency, and compassion. Through clear communication, practical support, and adherence to legal requirements, we strive to minimise the impact on employees and maintain a positive workplace culture.

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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}}
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