An experienced, engaged HR professional and coach, in 2017 Matthew was awarded CIPD HR Consultant of the Year for a cultural transformation and staff engagement project.
Matthew's career to date has involved supporting and guiding leaders at all levels in a wide variety of complex HR and people management projects. He also has experience designing and facilitating bespoke learning and development programmes and seminars on a wide range of people development subjects and is qualified in learning & development planning, execution and evaluation.
This article will give you some key guidance to help you mitigate against the risk of things going wrong during your reorganisation and redundancy process.
Redundancy: not part of the plan ⚓︎
Redundancy, in simple terms, is a lawful dismissal that occurs when an employer needs to reduce the size of its workforce. According to the Employment Rights (NI) Order 1996, an employee may lawfully be made redundant where the following are satisfied:
- the employer has ceased, or intends to cease, continuing the business for the purposes of which the employee was employed; and
- the requirement for employees to perform work of a specific type, or to conduct work at the location in which they are employed, has ceased
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