| Whilst an unfortunate part of any business, in | | | | process along and ensure there are no |
| these times of economic upheaval redundancies | | | | contradictions or potential legal loopholes being |
| are becoming ever more commonplace. A | | | | created. |
| by-product of this is the need to create | | | | You will also have to bear in mind that being |
| professional and legally compliant redundancy | | | | made redundant is often very difficult to deal with |
| letter. | | | | emotionally. Whether voluntary or completely out |
| Obviously it's something that you want to avoid | | | | of the blue, facing up to unemployment isn't |
| as much as possible. But when a company is | | | | always easy. So you don't necessarily want to |
| forced to lay-off certain members of staff, a | | | | take an entirely sterile tone, although avoid being |
| redundancy letter is a vital part of the whole legal | | | | condescending or worse, offering excuses. |
| process involved. It needs to inform the | | | | People generally appreciate it when you're upfront. |
| employee of the process, the termination of their | | | | So don't try to sugar coat anything, where |
| contract and any other surrounding issues - such | | | | redundancies are concerned, there are a lot of |
| as compensation pay. | | | | hard facts to face up to and plenty of legal issues |
| Clarity is obviously a key factor when you come | | | | to confront. |
| to produce redundancy letters. Whilst in most | | | | A personal touch is also never a bad idea. |
| instances the management will openly discuss the | | | | Working from a template is reasonable and will |
| terms of the staff redundancy person to person | | | | save time writing the same necessary |
| and give them all the information needed, the | | | | information, but for smaller companies particularly, |
| letter offers clarification. | | | | showing appreciation for the work they done |
| This is necessary for both parties. From the | | | | during their time can't be a bad thing. |
| company's point of view they can be protected | | | | More likely than not you'll need to produce letters |
| from any future legal issues regarding the laying | | | | right throughout the redundancy process, not just |
| off of staff if they have clearly set out terms. | | | | the final confirmation. So you will need to have |
| Similarly, the employee has a legally binding | | | | prepared letters to invite them to the initial |
| document explaining entitlement and their terms | | | | meeting, where options are often discussed. A |
| of redundancy; so if there are any issues later in | | | | follow up to this meeting, with what was |
| the process, they can legitimately query it. | | | | discussed and the outcomes. |
| You also want to be thorough, but without being | | | | You may also need one to explain the redundancy |
| overly confusing. Legal speak can often confuse | | | | process works and how the employee came to |
| anybody who isn't in possession of a law degree, | | | | be chosen as one of those getting laid off. |
| so by providing all the information in a way that | | | | Generally there will be a set of four during this |
| can be understood by anybody you can avoid | | | | whole process, but you may of course have your |
| any unnecessary problems or confusion. | | | | own protocols within the company. |
| Ordinarily you want to reflect what you have | | | | Essentially the fundamental requirement for |
| already discussed with the employee. Outline the | | | | businesses is to cover all of the legal bases. If you |
| reasons for redundancy, when their final working | | | | can add a personal touch and keep everything |
| day will be, any holiday due or other entitlements. | | | | clear, all the better. |
| All of this information will help to smooth the | | | | |