Scrase Law Employment Solicitors

Managing a redundancy process.  Employment law update on 20 June 2024


THURSDAY 20 JUNE 2024 – 10.30 A.M. TO 3.00 P.M.

The Barn at Berkeley – M5 (junctions 13/14)

How and when should employers consult with employees when they are considering making fewer than 20 redundancies?  A recent case in the Employment Appeal Tribunal has given clarity on this issue in a judgment that may present a sea-change in how employers currently manage and deal with redundancy situations.  The EAT emphasised the importance of ‘workforce consultation’ at a formative stage, before employees are placed at risk of redundancy, and when employees have the potential to impact on the proposal.  In our update, we will be giving you guidance on what workforce consultation should involve, when it should take place, and the potential benefits for the employer and employees of this important stage of the process. We will then guide you through the rest of the consultation process.  We will also deal with statutory Collective Consultation obligations and how to manage more than 20 redundancies.

We are delighted to be joined by a senior HR Manager who will give a practical case study of a recent redundancy process involving workforce consultation.  She will share her experience of the process, benefit and outcomes of positive workforce consultation at an early stage of the process.

Delegates will then have a full opportunity during our interactive workshop to build on their knowledge by discussing the practical aspects of the issues that have been raised.  This will include case studies, based on scenarios that can arise on a day-to-day basis, guided by our team of specialist employment solicitors.

We will also be examining the latest developments in employment law with a round-up of recent case law.


10.30    Introduction.

10.45    Rupert Scrase – Managing a redundancy process

  • The planning stage – is there a potential redundancy situation and what is the proposal?
  • Workforce consultation – is it necessary, what does it involve, and what are the risks of missing this stage of the process?  How does this differ from statutory collective consultation obligations?
  • Pooling, selection and scoring – is pooling necessary, what criteria should be used and how can employers ensure that selection of employees is fair?
  • Individual consultation – what does individual consultation involve and how long should the process last?
  • Avoiding risks – how can an employer avoid the risk of unfair dismissal and discrimination arising from a redundancy process?

11.45    Coffee

12.00    Senior HR Manager – practical case study

  • A practical example of how one organisation and its employees have recently benefited from early workforce consultation as part of a redundancy process.
  • This will be a great opportunity for delegates to share their practical experience and build on their knowledge of running and managing a redundancy process.

12.20     Sally Rogers – Interactive workshop.

  • A great opportunity for interactive discussion with other HR professionals and our team of experienced employment solicitors.
  • Using case studies, we will be exploring scenarios that can arise on a day-to-day basis involving the issues that have been raised.

13.00    Lunch

14.00    Alexandra Robinson – Round-up of latest developments in employment law, including:

  • What will Labour do? A look at some of the key employment law changes that Labour propose introducing if they form a government after the next election.
  • Have you reviewed and updated your policies?  A round-up of the new rules on flexible working, time off for carers and redundancy protection for pregnant employees.
  • A new statutory Code of Practice on Fire and Rehire – when is it coming into force and what changes will it mean for employers?
  • Employment Tribunal fees – are they coming back?
  • Changes to holiday leave and pay for irregular hours workers – what should employers be aware of?

14.30    Alexandra Robinson – Case law round-up, including principles highlighted by cases on:

  • Is an employee protected from detriment for taking part in strike action?  What is the current stage of play, and what changes might be on the horizon?
  • Should an employee with a disability be offered a trial period in a new role as a reasonable adjustment?
  • When can compensation be increased?  Whistleblowing and the 25% uplift.
  • What does an employee need to do to be protected for ‘seeking’ to take parental leave?

15.00    Close

Booking information

£225 plus VAT per delegate (includes lunch)

FREE for retainer clients of Scrase Employment Solicitors

Please contact us to book a place 

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