Redundancy Advice
Redundancy isn't easy, but you don’t have to navigate it alone
Whether you’re restructuring, downsizing, or responding to unexpected challenges, handling redundancies fairly and lawfully is essential to protect both your people and your business. At Altum HR, we provide clear, compassionate, and practical redundancy advice.
Book an HR Consultation
Your data will be processed inline with our privacy policy. We respect your right to privacy and continuously strive to ensure that all data that we collect and store is done so securely and is properly protected.
Why Altum HR
Redundancy is never personal
They’re about identifying the roles and expertise your business truly needs and managing the process with care and compliance. Our HR consultants will:
- Assess whether redundancy is genuinely needed (or whether alternatives exist)
- Help you plan and execute a fair, compliant redundancy process
- Establish objective selection criteria and scoring
- Ensure statutory obligations (notice, pay, redeployment) are met
- Advice on communication and employee support
We’re not about ticking boxes. We help you make the right decisions, balance the risks, and stay transparent throughout the process.
Practical Support, Delivered with Empathy
A redundancy process can be emotionally fraught. That’s why our role is both advisory and human-focused. We’ll stand with you through consultations, appeals, transitions, and post-redundancy care. We help you preserve dignity, maintain relationships, and reduce friction — so when the process ends, your culture and reputation don’t suffer.
Redundancy FAQs
Is redundancy always lawful?
No. To be lawful, the redundancy must be for genuine business reasons (e.g. role no longer needed), not just performance or personal dislike.
How long does the consultation process need to be?
That depends on the number of employees and complexity. For small numbers, consultation should start as early as possible. For collective redundancies (20+ in 90 days), stricter timelines apply.
Do all employees get redundancy pay?
Only those with a statutory entitlement — usually employees with at least two years’ continuous service. Enhanced packages may be offered, but not required by law.
Can we redeploy staff instead of making them redundant?
Yes. Exploring redeployment, reduced hours, or retraining is part of a defensible, fair process, and often expected in proper consultation.
What happens if someone challenges the redundancy?
They could raise claims for unfair dismissal, discrimination, or failure to consult. That’s why legal and procedural compliance is essential.