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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 ensure that {{org_field_name}} manages redundancies fairly, transparently, and in compliance with CQC regulations, employment law, and best practices in the health and social care sector.

This policy aims to:

• Ensure fair and legal redundancy processes while minimising distress to employees.
• Comply with statutory requirements and avoid discrimination.
• Support affected employees through career transition assistance, emotional well-being support, and alternative employment opportunities.
• Maintain the quality of care provided to service users during workforce changes.
• Ensure effective communication throughout the redundancy process.

2. Scope

This policy applies to:

• All employees, including permanent, temporary, and agency staff.
• Managers and HR personnel responsible for implementing redundancies.
• Trade unions and employee representatives, where applicable.
• External stakeholders, such as local employment services and training providers.

3. Legal and Regulatory Compliance

This policy aligns with:

• Employment Rights Act 1996 – Governs redundancy rights and employee consultation.
• Trade Union and Labour Relations (Consolidation) Act 1992 – Covers collective consultation requirements.
• Equality Act 2010 – Ensures redundancy processes do not discriminate.
• Health and Social Care Act 2008 (Regulated Activities) Regulations 2014:
  • Regulation 17 – Good Governance
  • Regulation 18 – Staffing
• ACAS Code of Practice on Redundancy Handling – Sets out best practices for fair dismissals.
• Data Protection Act 2018 (GDPR) – Ensures confidentiality of redundancy discussions.

4. Reasons for Redundancy

Redundancy may occur due to:

• Organisational restructuring to improve efficiency.
• Financial constraints impacting workforce requirements.
• Reduced demand for services, leading to a need for fewer employees.
• Changes in CQC regulations requiring operational adjustments.
• Technological advancements, reducing the need for specific roles.

5. Redundancy Management Process

5.1 Early Planning and Risk Assessment

• Conduct workforce impact assessments to determine potential redundancies.
• Explore alternatives to redundancy, such as retraining, redeployment, or job sharing.
• Assess the impact on service users and ensure continuity of care.

5.2 Employee Consultation

• Provide at least 30 days’ notice for redundancies affecting fewer than 20 employees.
• Provide at least 45 days’ notice for redundancies affecting 20 or more employees.
• Conduct formal consultation meetings with affected employees.
• Allow employees to express concerns and explore redeployment opportunities.
• Provide a clear redundancy selection criteria (e.g., length of service, skills, qualifications, performance).

5.3 Selection Criteria and Fair Process

• The selection process must be fair, transparent, and non-discriminatory.
• Employees will be assessed based on objective criteria rather than personal circumstances.
• All selection decisions must be documented and justified.

6. Support for Redundant Employees

6.1 Financial and Legal Support

Employees will receive:

• Statutory redundancy pay, in line with government guidelines.
• Notice pay as per employment contracts.
• Holiday pay and outstanding wages.
• Assistance with understanding tax and pension implications.

6.2 Career Transition Support

{{org_field_name}} will support employees in finding new employment by:

• Providing CV writing and interview preparation workshops.
• Offering career coaching and job search resources.
• Connecting employees with local employment services and recruitment agencies.

6.3 Redeployment and Retraining Opportunities

Where possible, affected employees will be offered:

• Alternative positions within the organisation.
• Retraining for new roles to support redeployment.
• Access to apprenticeship or skills training programmes.

6.4 Emotional Well-being and Counselling Support

Redundancy can have a significant emotional impact. {{org_field_name}} will:

• Provide access to Employee Assistance Programmes (EAP).
• Offer mental health support and counselling sessions.
• Encourage employees to seek peer support and stress management resources.

7. Communication and Transparency

7.1 Informing Employees

• Senior management must provide regular updates on workforce changes.
• Employees will receive written confirmation of redundancy decisions.
• Confidential discussions will be held with individuals before public announcements.

7.2 Notifying External Bodies

• If 20 or more redundancies occur, {{org_field_name}} will notify the Redundancy Payments Service (RPS).
• CQC must be informed if workforce changes impact service quality or staffing levels.
• Trade unions will be engaged in discussions, where applicable.

8. Ensuring Minimal Impact on Service Users

• Staffing levels will be maintained during transition periods to prevent care disruption.
• Service users and families will be informed sensitively about staff changes.
• New care staff will receive proper handovers and training to ensure continuity.

9. Monitoring and Continuous Improvement

9.1 Post-Redundancy Review

• HR will conduct a redundancy impact review to assess:
  • Effectiveness of redundancy management.
  • Quality of support provided to employees.
  • Any lessons learned for future workforce planning.

9.2 Employee Feedback

• Affected employees will be asked to provide anonymous feedback on:
  • The fairness of the process.
  • The effectiveness of career support provided.
  • Any areas for improvement in redundancy handling.

9.3 Policy Updates

• This policy will be reviewed annually to ensure ongoing compliance with employment law and CQC standards.
• Updates will be communicated to all staff, HR teams, and managers.

10. Related Policies

• Equality, Diversity, and Inclusion Policy
• Staff Well-being and Mental Health Policy
• Training and Development Policy
• Recruitment and Selection Policy
• Safeguarding Policy

11. Policy Review

This policy will be reviewed annually or sooner if significant regulatory or operational changes occur. Updates will be communicated to all staff and relevant stakeholders.

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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.