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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

The purpose of this policy is to provide a clear and structured approach to managing redundancies at {{org_field_name}} in a fair, transparent, and legally compliant manner. Redundancy is a difficult process that can have a significant emotional and financial impact on employees. Therefore, we are committed to handling it sensitively and efficiently, ensuring that all affected employees receive adequate support, communication, and guidance throughout the process.

This policy ensures compliance with:

• Care Inspectorate Wales (CIW) regulations regarding workforce management and employer responsibilities.
• The Employment Rights Act 1996 which sets out redundancy entitlements.
• The Equality Act 2010, ensuring redundancies are not discriminatory.
• The Trade Union and Labour Relations (Consolidation) Act 1992, where applicable, for collective redundancies.
• The Regulation and Inspection of Social Care (Wales) Act 2016, ensuring continuity of care for service users​.

2. Scope

This policy applies to all employees at {{org_field_name}}, including permanent, temporary, and part-time staff. It covers situations where redundancy arises due to:

• A reduction in work or services provided.
• Organisational restructuring.
• Changes in commissioning or funding that impact staffing levels.
• Technological changes that reduce the need for certain job roles.
• Closure of part or all of the business.

This policy also applies to employees at risk of redundancy and outlines the support provided during and after redundancy.

3. Policy Statement

{{org_field_name}} is committed to treating employees fairly, legally, and compassionately in all redundancy situations. We aim to:

• Avoid redundancies where possible by exploring alternative solutions.
• Consult employees at the earliest possible stage to discuss potential changes.
• Offer fair and objective selection criteria.
• Provide redeployment opportunities and retraining where possible.
• Offer emotional and practical support to affected employees.
• Ensure continuity of care for service users by managing staffing changes efficiently.

We will always follow a structured process to ensure compliance with employment law and regulatory requirements.

4. Managing Redundancy Efficiently

4.1. Avoiding Redundancies

Where possible, {{org_field_name}} will take all reasonable steps to avoid redundancies. These may include:

• Reviewing recruitment practices to freeze new hires if job losses are anticipated.
• Reducing overtime and agency staff usage before considering redundancies.
• Offering voluntary redundancy or early retirement where appropriate.
• Exploring redeployment options within the organisation.
• Introducing flexible working or job-sharing arrangements.
• Considering retraining and reskilling options to retain employees in different roles.

4.2. Consultation Process

We are committed to a transparent consultation process to ensure that employees are fully informed about potential redundancies and have an opportunity to express concerns and suggestions.

Individual Consultation

Employees identified as at risk of redundancy will receive:

• A formal meeting invitation to discuss the situation.
• A clear explanation of why redundancies are necessary.
• Details of the selection criteria and process.
• Opportunities to ask questions, give feedback, and propose alternatives.

Collective Consultation (if applicable)

If 20 or more redundancies are proposed within a 90-day period, we will:

• Engage with employee representatives or trade unions as required by law.
• Hold group consultation meetings to discuss reasons, processes, and support.
• Ensure collective feedback is considered before final decisions are made.

Consultation will be genuine and meaningful, allowing employees to contribute to the process.

4.3. Selection Criteria

Where redundancies cannot be avoided, selection will be based on fair and objective criteria. These may include:

• Skills, qualifications, and experience relevant to future business needs.
• Work performance and disciplinary record.
• Attendance record, ensuring compliance with disability and equality laws.
• Length of service, where appropriate.

Selection will not be based on any discriminatory factors such as age, gender, disability, pregnancy, or trade union membership.

4.4. Notice Periods and Redundancy Pay

Employees will be given their statutory or contractual notice period, which may be:

• One week’s notice for service between 1 month and 2 years.
• One week per year of service for service between 2 and 12 years.
• 12 weeks’ notice for 12 or more years of service.

Eligible employees will receive statutory redundancy pay, calculated based on:

• Length of continuous service.
• Age at redundancy date.
• Weekly earnings, subject to statutory limits.

Additional redundancy pay may be provided at {{org_field_name}}’s discretion.

4.5. Redeployment and Alternative Employment

We will always attempt to redeploy employees into suitable alternative roles where available. If an alternative position is offered:

• Employees will be given a trial period of four weeks to assess suitability.
• If the new role is rejected without good reason, redundancy pay may not be provided.
• Employees will receive support with retraining to transition into the new role successfully.

If no suitable roles exist, external job search support will be provided.

4.6. Employee Support and Well-being

Redundancy can be a stressful experience, so {{org_field_name}} is committed to supporting affected employees emotionally and practically. We will provide:

• Access to counselling or mental health support services.
• CV writing and job application assistance.
• Interview skills coaching.
• Information on benefits and financial advice.
• Time off to attend job interviews.

Support will continue beyond the redundancy date to help employees transition to new opportunities.

4.7. Ensuring Continuity of Care for Service Users

While managing redundancies, we will ensure that service users experience no disruption to care. Measures will include:

• Advanced workforce planning to maintain adequate staffing levels.
• Reallocating responsibilities to other trained staff.
• Providing additional training to staff taking on new duties.
• Effective communication with service users and their families to reassure them of continued quality care.

Our priority remains delivering safe and person-centred care despite organisational changes.

5. Related Policies

This policy aligns with and should be read alongside the following:

• Staff Supervision, Training, and Development Policy (DCW27) – Supports retraining and upskilling.
• Equality, Diversity, and Inclusion Policy (DCW30) – Ensures non-discriminatory practices.
• Health and Well-being Policy – Covers emotional and mental health support for employees.
• Whistleblowing (Speaking Up) Policy (DCW29) – Allows employees to raise concerns about redundancy procedures.

6. Policy Review

This policy will be reviewed annually or sooner if required due to changes in employment law, regulatory requirements, or organisational needs. Any updates will be communicated to all employees.

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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.