Redundancy Consultation Part Two

In the second part of the redundancy consultation, Alistair and John acts out what a second redundancy consultation should look like.
If you're an employer facing the need for a second redundancy consultation within your organisation, this video is a must-watch. In this informative guide, we delve into what a second redundancy consultation looks like from an employer's perspective, providing valuable insights and practical tips to help you navigate this process effectively.
During a redundancy situation, a second consultation often becomes necessary when the initial consultation fails to yield a resolution or when significant changes occur. Our expert presenter walks you through the key aspects of a second redundancy consultation, equipping you with the knowledge and strategies required to handle it professionally and ethically.
By the end of this video, you will have gained valuable insights into what a second redundancy consultation entails for employers, empowering you to approach the process confidently and responsibly. Whether you're navigating the complexities of employee redundancies or seeking guidance on legal compliance, this video serves as an invaluable resource for employers. Watch now and equip yourself with the knowledge needed to handle a second redundancy consultation effectively.
You can watch part one here: • Redundancy Consultatio...
If you would like help with a redundancy process, contact our outsourced HR experts: www.thehrbooth...

[@mrfoameruk]

Thanks for the video. I've got to do this for both of my 2 employees as overnight Amazon dropped us as a seller we are now only getting 35% of the orders (ebay and etsy) which is enough for me to do. I think both will understand but it's given me sleepless nights but the only way out of the situation. Once I speak to them I will let my accounts sort out the legalities.

[@thegiftofthegalb]

Good video :)
so what happens in the case where the person effected by the potential redundancy starts to ask questions relating to who else is under consultation and specifics about how the decision was made or even asking for numbers to understand headcount etc...?

[@thehrbooth]

Good question. This should be covered under consultation as it's the roles, not the person. Rather than ask who else is under consultation, ask what other roles are affected and if there are more than one person doing the same role that is affected, then this should be covered.
The numbers should also be covered too as this is part of the business case for reducing headcount.