Can You Make Someone Redundant If You Want Someone Better?

This is a question we hear often from employers, and it’s an important one to get right. Redundancy can feel like a quick solution when someone isn’t performing as expected, but the law is very clear: redundancy is about the role, not the person.

Below, we outline a fair and compliant approach that protects your business and avoids costly mistakes.

1. Understand what redundancy really means

Redundancy applies when a role is no longer needed within the organisation. If the position still exists and the duties remain the same, you cannot make someone redundant simply because you want someone “better” in that role. Doing so could lead to claims of unfair dismissal.

2. If performance is the issue, follow the right process

If the problem is underperformance, redundancy isn’t the answer. Instead, consider:

• Performance management: Are they meeting expectations? If not, implement a structured improvement plan.
• Consultation: Could the role or duties be adjusted to better meet business needs? This requires proper discussion with the employee.
• Skills assessment: Do they have the right skills? If not, training or development might be appropriate.

3. Avoid jumping straight to redundancy

Automatically assuming redundancy is the solution can put your business at risk. There’s often much more to consider before taking that step. Managing performance issues correctly ensures fairness and compliance.

The key takeaway

Redundancy is not a tool for replacing someone with a “better” candidate. If the role still exists, you need to address performance through the proper channels. This protects your business and treats employees fairly.

If you’d like support with performance management or understanding redundancy rules, Altum HR is here to help.