Redundancy Management 2020

The 2020 XpertHR benchmarking survey on how employers manage redundancy. The survey is based on responses from 175 organisations with a combined workforce of 243,997 employees.

Survey questions

Has your organisation made any employees redundant over the past 12 months?
- How many employees did your organisation make redundant on a compulsory basis during the past 12 months?
- How many employees did your organisation make redundant on a voluntary basis during the past 12 months?
Which methods other than by redundancy has your organisation used to reduce headcount over the past 12 months?
- Which method other than by redundancy has your organisation used most often to reduce headcount over the past 12 months?
Does your organisation offer enhanced terms to any employees taking voluntary redundancy?
- What enhanced terms are offered to employees taking voluntary redundancy?
Does your organisation make employees who leave the company due to voluntary redundancy sign a settlement agreement?
What were the reasons for redundancies made by your organisation over the past 12 months?
What has been the impact of redundancies made at your organisation over the past 12 months?
Were any of your organisation's employees who were at risk of redundancy during the past 12 months offered suitable alternative employment?
- What percentage of employees at your organisation who were at risk of redundancy over the past 12 months took up an offer of suitable alternative employment and successfully completed the trial period?
- What percentage of employees at your organisation who were at risk of redundancy over the past 12 months took up an offer of suitable alternative employment and did not successfully complete the trial period?
- Did any employees at your organisation who were at risk of redundancy over the past 12 months and were offered suitable alternative employment but did not take it up receive their full redundancy compensation package on departure?
How long is your organisation’s minimum consultation period for situations in which less than 20 employees are being made redundant, within any single 90-day period?
How long is your organisation’s minimum consultation period for situations in which 20 to 100 employees are being made redundant, within any single 90-day period?
How long is your organisation’s minimum consultation period for situations in which more than 100 employees are being made redundant, within any single 90-day period?
Are the redundancy consultation periods used within your organisation adequate?
What factors does your organisation take into account when deciding which employees are to be made redundant?
What types of absence/attendance does your organisation take into account for redundancy selection?
Which factor generally carries the most weight in your organisation's redundancy selection process?
Does your organisation's redundancy compensation exceed the statutory minimum?
Does your organisation offer employees being made redundant payment in lieu of notice?
What formula does your organisation generally use to calculate the amount of redundancy compensation?
How is service measured in assessing levels of redundancy compensation at your organisation?
Is redundancy compensation at your organisation capped at a maximum payment?
For what reasons does your organisation expect to make redundancies over the next 12 months?

Additional information

Date:: 22 November 2019
Source:: Brightmine Surveys
Participants:: 175

Survey analysis

Managing redundancy: 2020 survey

Benchmarking - HR Metrics

Redundancy Management 2020

Survey questions

Additional information

Survey analysis