Redundancy is one of the most challenging responsibilities an employer can face. It affects people, teams, culture, and the future direction of your organisation. When handled well, it protects your business and ensures employees are treated with dignity and fairness. When handled poorly, it can lead to legal risk, reputational damage, and unnecessary distress for everyone involved.
At Altum HR, we support employers through every stage of the redundancy process – from early planning to consultation, documentation, and communication. To help you navigate this complex area with confidence, we’ve created a comprehensive Redundancy Process Checklist that breaks the process down into clear, practical steps.
This downloadable guide is designed to give you structure, clarity, and peace of mind at a time when decisions carry significant weight.
Why a Redundancy Checklist Matters
Redundancy isn’t simply a business decision – it’s a legal process. Employers must follow a fair and transparent procedure, consult meaningfully with employees, and ensure decisions are based on objective criteria. Missing a step, rushing the process, or relying on assumptions can expose your organisation to claims of unfair dismissal or discrimination.
Our checklist helps you stay on track by outlining the essential actions you need to take, including:
- Confirming that a genuine redundancy situation exists
- Exploring alternatives before making any final decisions
- Building a clear business case and documenting your rationale
- Establishing fair and measurable selection criteria
- Conducting individual and collective consultation
- Considering suitable alternative roles
- Issuing notice correctly and calculating redundancy pay
- Supporting employees throughout the transition
- Keeping accurate records for compliance and transparency
It’s a practical tool you can refer to at every stage – whether you’re managing a single redundancy or a wider organisational restructure.
