Making staff redundant can be as stressful to company owners and managers as it is to the staff members themselves. And that’s before tribunals, litigation and severance payments turn the process into an issue with the power to consume enormous amounts of time and money.

No matter how watertight your redundancy procedure is, it is usually best to avoid it in the first place. While many positions run their course and become surplus to requirements through technological change, restructuring and relocation, some redundancies are the result of overoptimistic recruitment, role duplication and lack of attention to marketplace trends.

There can be alternatives to redundancy, however. It might be possible to engage staff in a programme of reducing hours, job sharing, moves to part-time work or renegotiation of contracts and remuneration. Employees might be amenable to such changes when the alternative is compulsory redundancy.

It’s usually preferable to avoid redundancy altogether, but with skilful negotiation and adherence to employment law, alternatives exist. Peninsula Business Services can provide advice and assistance on any aspect of avoiding redundancy. Contact us online today, call 0800 0282 420, or use our callback form to arrange for us to get in touch at a time that is convenient for you.

Information on redundancy is part of our HR Advice and Employment Law support and advice service.