Guiding you through essential business changes
Redundancy is an unavoidable, difficult last step, and fraught with risks. As the employer you need to be cautious of salary entitlements,notice periods, selection criteria, as well as consider whether you can provide a different job altogether, and if not, what kind of assistance you can provide so the employee can find their next role. Missing a step here may bring a Fair Work claim against you by the employee.
VHD is aware that each circumstance is unique, and our HR experts can work with you to efficiently manage your redundancy procedures.
Best practice for fair and legal processes
The end goal of any restructuring and redundancy program is that departing employees receive the respect and fair treatment that they deserve, and that the employees staying are the best people for your business.
A few things to consider when doing this:
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If the goal is to save money, itemise your savings before beginning the consultation process.
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Consult with all the affected personnel in advance, and where there is union representation in place, consult the trade union representatives where required. Make sure that the consult falls in accordance with any Awards, Enterprise agreements, or contracts that are in place in your business.
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Ensure that all employees are involved in the redundancy consultation process regardless of whether they are on extended sick leave, maternity leave.
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Find a prospective pool of potential candidates. After that, be certain that your selection criteria is fair and assign each candidate a score as impartially as you can.
VHD is here to help you where you are unsure. It is imperative that the employment termination process is followed correctly.
