Redundancy and Business Reorganisations

Is Your Redundancy Genuine — and Fair?

Being placed at risk of redundancy can be unsettling — especially if you suspect your employer is using it as a smokescreen for other motives, like removing someone who’s raised concerns or doesn’t fit in with a new regime.

Employers do have the right to restructure their businesses. But they also have to follow a fair process — and that includes consulting properly, using fair selection criteria, and exploring alternatives to dismissal. They must not use redundancy as a cloak for discrimination or whistleblowing retaliation.

What To Watch For

• Are you being scored unfairly in a selection exercise?
• Has the redundancy pool been artificially narrowed to target you?
• Is your role truly redundant, or simply being repackaged or renamed?
• Have you been offered suitable alternative roles?

Competitive interviews (e.g. three roles down to two) can be particularly difficult — especially if there’s a sense the outcome has been pre-determined.

How We Help

Early advice can help you challenge an unfair redundancy, secure a better exit deal, or lodge a legal claim if necessary. We can guide you on when to raise concerns, how to ask the right questions, and what documents to request. Strategic intervention at the right time can improve your position significantly.