| HR
planning is an important tool in the anticipation of future
redundancies. It therefore allows remedial action to be
taken in the form of recruitment freezes, re-training,
early retirement and similar measures to reduce the workforce.
As a result considerable savings in the form of redundancy
payments can be made.
Whilst redundancies may not be avoided altogether,
adequate warning reduces the adverse impact on employee
relations associated with sudden announcements of dismissals
and re-structuring.
The now-substantial body of case law on the selection
of employees for redundancy demands that employers must
use criteria for selection that is both fair and objective.
If this is judged not to be the case, the test of “unreasonableness”
will fall into the “automatically unfair category”
and will be declared unfair by an industrial tribunal.
We can guide you through this difficult business decision.
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