Before dismissing employees for redundancy, employers should consider, in conjunction with trade union or employee representatives, whether or not there are any alternatives to redundancy.
Implementing alternative options can help an employer to meet its aims, such as reducing costs, while minimising the damaging impact that redundancies are likely to have on the organisation and employees.
Alternatives to redundancy include asking employees to work reduced hours, and implementing a recruitment or pay freeze. The employer should ensure that, in putting in place alternatives, it does not breach contracts of employment or create a situation in which employees are overworked.
