How much could your business save?Find out now!
Or, you can call us on:0800 411 8830

The SME guide to redundancy: rights, pay and process


For smaller companies, making someone redundant – for whatever reason – is always hard. Legal issues can make it even more fraught but you can reduce the risks.

When it comes to assessing whether to make someone redundant, a manager or business owner must first assess whether there is a genuine need for fewer employees within your business. If you are perceived to act in a discriminatory way, such as selecting someone for redundancy on the basis of age, race, sex or one of the other protected characteristics in the Equality Act 2010, you could face a claim for discrimination.

“Get it wrong and there is a risk of an employment tribunal claim for unfair dismissal,” explains principal associate at Wragge Lawrence Graham & Co LLP Jemma O’Reilly.

Redundancy rights

What exactly does a fair selection process entail? Firstly you have to decide on your pool for selection: those carrying out similar work, those working in particular departments or those whose work has ceased or is expected to. Then you need to identify and apply a fair and objective selection criteria: including disciplinary record, length of service, skills, experience and qualifications.

You must begin the consultation process. If less than 20 employees are involved you can do this individually by calling a meeting with the employee, where you explain the situation and listen to their feedback.

“Consider all reasonable suggestions from the employee and set up at least one further meeting until all options and alternatives have been considered,” O’Reilly advises. “Ensure that you consider whether there is any alternative employment available all though note there is no obligation to create a job for the employee.”

Redundancy process

You will then need to communicate your decision in writing to the employee along with details of their redundancy pay (the government has a redundancy calculator for statutory redundancy pay). You will also need to allow the employee to appeal to a senior, independent manager. Further advice is available at the ACAS step-by-step guide.

Related Articles

Powerlines-into-sunrise

The Week’s Energy News – 09/12/2016

This week’s energy news covers an acquisition and a host of renewable energy stories. Drax buys Opus Energy ...

Read More
the state of renewable energy

The state of renewable energy – infographic

Renewables are big business, and are increasingly viewed as commercially viable, as well as kinder to the envi...

Read More
the week's energy news

The Week’s Top Energy News – 02/12/2016

The Christmas season has well and truly begun and, in true business style, you’ll either be incredibly b...

Read More
Excellent, 9.6 / 10

Excellent Service

"Many thanks to Anthony Pendleton, very courteous and polite, explained everything in right amount of detail and very helpful in sorting out the business utility switch. Would thoroughly recommend."

This review was posted by Nicola on the 28th of November 2016

Switch Electric

"Rachael Grindrod was excellent, very friendly and helpful."

This review was posted by Maria Allen on the 29th of November 2016

Uswitch electric

"Thanks to Jonathon Burgess who was a great help switching electricity for a charitable organisation. The process was complicated and his patience was appreciated as well as his proffesional attitude. We would not have completed the process without his help. Thanks Dawn"

This review was posted by Dawn Kerr on the 29th of November 2016

Great service from Rachel Grindrod. Thanks.

"Great service Rachel"

This review was posted by Craig Hewett on the 30th of November 2016

Easy to Switch

"Using SwitchMyBusiness made changing electricity suppliers easy. Thank you Anthony Pendleton for your professional approach with advising on which supplier to use."

This review was posted by Vanessa Gernat on the 01st of December 2016