Rolanda: I'll read it.

"And the redundancy situation where roles are being made redundant and different roles are being created," we kind of mentioned that, "and you implement an interview process to fill the new roles, can you open this up to external candidates as well as those at risk of redundancy?"

Seamus: Well, you've always got an obligation on redundancy to protect your existing workforce. So, before you would open up to external, I think you have to go through the internal process. And if you weren't able to get a suitable candidate arising from that, then, potentially, go out externally. I think that you would have an issue if you did a redundancy process and your roles and you didn't let the internal staff apply for those first of all.

Rolanda: And I think sometimes HR people can feel a bit torn between their Equal Opportunities policies and ensuring all roles are advertised as widely as possible.  But it is important to remember your obligation at that point in time to existing staff.

Seamus: Yeah, to avoid redundancy. Your obligation in redundancy is to try to avoid it. And if there's roles there and you're putting them out, it's going to cause difficulties.