Redundancies and Business Planning: What you need to know
Recorded on 18 September 2020
With the tapering of Government support and (for many) a return to office based working, businesses are now looking to implement crucial plans and processes to manage their workforce in a fair, legal and responsible way.
Approximately one million companies have recently furloughed staff and are now weaning themselves off the Government’s Coronavirus Job Retention Scheme, which will come to an end on 31 October 2020. Given redundancy consultations in some instances can require a minimum of 30 days and up to 45 days, it is crucial companies who plan to cut jobs start the process in good time.
Dragon Argent’s experts Christine Slevin – Employment Solicitor, and James Taylor – Chief Commercial Officer, joined us to provide an update on some of the key considerations, risks and opportunities for employers as they navigate the second half of 2020.
Key questions covered included:
What is the correct procedure for making redundancies?
What should the employer and employee discuss at an individual redundancy consultation meeting?
In which redundancy situation will it not be necessary to determine a redundancy selection pool?
Is an employer obliged to wait a certain period of time before re-employing an employee who was dismissed for redundancy?
Should you have any questions for the Dragon Argent team, you can contact them directly: