Businesses may feel that they want or need to streamline their staff numbers for a variety of reasons. The most common reason is a downturn in the fortunes of a business or its complete closure, but redundancies can also result from changes in working practices such as the introduction of new technology or a new shift pattern. A business is not required to demonstrate that it has financial problems in order legally to make redundancies, the law in this area permits employers to organise their staff in ways best suited to their business, subject to the legal safeguards provided by the redundancy legislation.
This course provides a step by step guide, with case study examples, to the process employers should follow when contemplating redundancies.
On completion of this course, you will have a greater understanding of:
- the fundamental principles that underpin the law in this area
- the variety of methods that may be used to select employees for redundancy
- a typical consultation process
- the circumstances in which collective consultation is required in addition to individual consultation
- the entitlements due to an employee who is declared redundant
- the different claims which may arise against an employer who does not follow the correct procedures in making redundancies.
Authored by: Karen Teago
Karen Teago practised employment law in regional commercial firms from 2001 to 2010. Since leaving private practice she has prepared and presented numerous lectures, courses and webinars on a variety of employment law topics. She is a Director of an HR Consultancy in Northamptonshire and was admitted to the Chartered Institute of Personnel and Development in 2015.
A CPD certificate of completion will be provided by BPP Professional Education Limited upon successful completion of the online course.
CPD Points: 1
CPD Duration (hours): 1
Access: 12 months from purchase date