โ ๏ธ๐ฌ๐ผ๐ ๐ณ๐ถ๐ฟ๐ฒ๐ฑ ๐๐ต๐ฒ๐บ. ๐๐ฟ๐ฒ๐๐๐ฒ๐ฑ ๐ถ๐ ๐ฎ๐ ๐ฟ๐ฒ๐ฑ๐๐ป๐ฑ๐ฎ๐ป๐ฐ๐.
โ๐ฌ๐ผ๐ ๐ฎ๐๐ผ๐ถ๐ฑ๐ฒ๐ฑ ๐ฐ๐ผ๐ป๐ณ๐น๐ถ๐ฐ๐โ๐ป๐ผ๐ ๐ฐ๐ผ๐ป๐๐ฒ๐พ๐๐ฒ๐ป๐ฐ๐ฒ๐.
You might think you followed the process.
๐ฉBut a missed step in redundancy isnโt a small errorโItโs a legal risk with a price tag.
โณ No consultation
โณ No fair scoring system
โณ No alternatives offered
โณ No paperwork
โณ No legal defence if you're challenged
I once worked with a company that made four staff redundantโ
All women.
All over 40.
No consultation.
No criteria.
Just โrestructure.โ
They werenโt trying to discriminate.
They just didnโt realise what their decisions looked like on paper.
Result?
๐ ๐๐ฟ๐ถ๐ฏ๐๐ป๐ฎ๐น ๐ฐ๐น๐ฎ๐ถ๐บ ๐ณ๐ผ๐ฟ ๐ฎ๐ด๐ฒ ๐ฎ๐ป๐ฑ ๐๐ฒ๐
๐ฑ๐ถ๐๐ฐ๐ฟ๐ถ๐บ๐ถ๐ป๐ฎ๐๐ถ๐ผ๐ป.
ยฃ30,000 ๐ฝ๐ฎ๐ถ๐ฑ ๐ผ๐๐โ๐ฏ๐ฒ๐ณ๐ผ๐ฟ๐ฒ ๐ถ๐ ๐ฒ๐๐ฒ๐ป ๐๐ฒ๐ป๐ ๐๐ผ ๐ฐ๐ผ๐๐ฟ๐.
Hereโs the truth:Most managers donโt intentionally get it wrong.
But because itโs โworkedโ in the pastโ
They donโt see the danger.
And when the risk finally shows up,
Itโs not a quiet email.
Itโs a solicitorโs letter.
โ One employee speaks up
โ One tribunal gets triggered
โ One public record follows your name for years
Thatโs when โit was just a restructureโ doesnโt hold up.
Redundancy is lawful.
But the process is legal territory.
And if itโs not handled carefully,
You might not just lose a claimโ
You could lose your teamโs trust, too.
๐ฆ๐ผ ๐ถ๐ณ ๐๐ผ๐โ๐ฟ๐ฒ ๐ด๐ฒ๐ป๐๐ถ๐ป๐ฒ๐น๐ ๐ฟ๐ฒ๐๐๐ฟ๐๐ฐ๐๐๐ฟ๐ถ๐ป๐ด, ๐ฑ๐ผ ๐ถ๐ ๐ฟ๐ถ๐ด๐ต๐:
โณ Start with a real business case
โณ Define roles at riskโnot people
โณ Score with objective, written criteria
โณ Consult properlyโnot just inform
โณ Explore internal alternatives, even if inconvenient
โณ Support both those leaving and those staying
Handled ethically, a restructure earns respect.
Handled carelessly, it costs you far more than money.
What should you be doing instead?
Hereโs the 5-step checklist you should be following:โ Step 1: Document the business reason in writing
โ Step 2: Use transparent, measurable scoring criteria
โ Step 3: Hold proper consultationsโnot tick-box exercises
โ Step 4: Offer redeployment across teams
โ Step 5: Only issue outcomes after all steps are evidenced
๐ชMiss a step?
โYou havenโt restructured.
๐ฉ๐ฝโโ๏ธYouโve built the foundation for a claim.
I want to know, have you ever considered a restructure and how this might benefit your department/the company? Food for thought...
