Redundancy Advice for Employers

No one likes making redundancies. So let us take some of the stress away.

Get 24/7 redundancy advice and total peace of mind from HR & Employment Law experts who’ve got your back. From Employment Law consultation to alternatives to redundancy, find the right way forwards for your business today.

It’s always tough when you’re faced with the prospect of redundancies. Not only can it be a long and emotionally-draining process – it’s also a minefield for legal slip-ups and tribunal claims like unfair dismissal or discrimination. 

That’s why it’s best to have an expert by your side. With our HR Services & Employment Law Services, you can get 24/7 redundancy legal advice as standard. From helping to decide if redundancy is right for your business and the situation you’re facing to putting together the paperwork – save yourself time and stress with redundancy support you can trust. 

And you’ll be protected by our advice guarantee, too – so, as long as you follow our advice, we’ll run your case, provide representation and pay any awards if you’re taken to tribunal.

If redundancy is unavoidable, then there are a number of areas that need to be considered and addressed:

  • Advanced warning: Employees should be told if they are ‘at risk’ of redundancy
  • Fair selection: You must select a pool of potential employees for redundancy and determine why/how this group has been made up. 
  • Consultation: You must enter into a meaningful and proper consultation with employees who are at risk of redundancy.
  • Alternative roles: You should make genuine efforts to see whether any alternative employment is available for employees.
  • Settlement agreement: In certain circumstances, you may want to consider offering a Settlement Agreement to your employees.

Get more information

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Additional redundancy services

TUPE advice

Working through a TUPE transfer? Our team can support you through the process and make sure it all goes smoothly.

Redundancy pay

See our redundancy pay guidance so you know what your employees are entitled to.

Redundancy calculator

Save time and calculate your employees’ redundancy pay with our easy-to-use calculator.

Employment tribunal services

If you’ve had a claim against you because of redundancy, then we’re on hand to help. Our employment tribunal services support you in drafting claim responses and more.

24/7 redundancy advice and hands-on support

You want to know you’re in safe hands when it comes to redundancy. And that’s what you get with us. Our HR & Employment Law consultants don’t believe in jargon. Just simple, straight-up, compassionate redundancy advice for employers, to help you get the right result for you and your business. 

Optional in-person redundancy support – We know the redundancy process can be really stressful. So, if it feels too personal, or you’re short on time, or you’d just like the reassurance that you’re doing everything right, our on site HR support means experts can come to you and help conduct meetings and review your processes, so you’re never left on your own.

The Client View

Citation is definitely worth every penny! We have had a very difficult few months due to an HR issue and without the help of Citation and particularly the advice and support shown to us, I honestly don’t think we could have sorted anything without them.


Excellent friendly and professional service with no fuss. Just clear advice at a sensible price


We are a small company (care agency) and recently commissioned the services of Citation. Our experience so far has been excellent. From the onboarding to the Health & Safety advice, and the online training we’re so happy we decided to join. I cannot recommend this service enough. It really is worth every penny.


Redundancy advice FAQs

  • What are the benefits of redundancy advice for employers?

    Redundancy situations can be stressful and complex for both employers and employees. Seeking professional redundancy advice offers many impactful advantages:

    • Compliance and risk reduction
    • Fairness
    • Cost savings
    • Improved employee relations
    • Efficiency and expertise when handling the complexities of redundancy
  • What are the legitimate reasons for redundancy?

    Redundancy usually occurs when a business’ need for a certain role is no longer needed. Legitimate reasons for this include:

    • Company restructuring: A reorganisation leading to fewer roles or a shift in required skills
    • Business closure: A complete or partial closure of the company or a specific location
    • Technological advancements: New technologies making certain roles redundant
    • Reduced demand: A significant decline in sales or business activity
    • Transfer of Undertaking: The business, or a part of it, being transferred to a new owner. See our guide on an introduction to TUPE to learn more
  • What are the legal requirements for consulting with employees before redundancy?

    As mentioned, the legal requirements include:

    • Early notification
    • Meaningful consultation
    • Selection criteria
    • Alternative roles
  • What steps can I take to minimise the risk of unfair dismissal claims during redundancy?

    Unfair dismissal claims can arise if redundancies are not handled fairly, resulting in potentially being taken to employment tribunal. Here are some steps you can take to minimise the risks:

    • Genuine redundancy: Ensure the redundancy is a genuine business need 
    • Fair selection process: Document a clear and objective selection criteria used to choose employees for redundancy.
    • Proper consultation: Follow legal consultation procedures and keep detailed records of all discussions with employees and their representatives.
    • Redundancy payments: Ensure all employees receive the correct statutory redundancy pay and any additional benefits they may be entitled to.
    • Transparency and communication: Communicate openly and honestly with employees throughout the process.
  • What are the potential legal risks of a redundancy process?

    There are several potential legal risks associated with redundancy, including:

    • Unfair dismissal claims: If employees feel the selection process was unfair or the redundancy was not genuine.
    • Discrimination claims: If the selection process disproportionately affects employees based on protected characteristics (e.g., age, disability).
    • Breach of contract claims: If the redundancy process doesn’t follow the terms of employee contracts.


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