06Jun

Redundancy consultation meeting between one employee and two HR professionals in a modern office in Egland.

The 5 steps of the redundancy process…

Redundancy Process England and Wales – 5 Essential Steps Employers Must Follow

Why the Redundancy Process Matters

Of all the problems facing employers in the UK, redundancy process and dismissal remain among the most sensitive and costly issues to manage.

Many employers are tempted to take shortcuts or overlook key steps in the redundancy process, which significantly increases the risk of employment tribunal claims.

A poorly handled redundancy consultation doesn’t just affect the employees who are leaving—it can also damage morale and trust among your remaining team.

The 5 Key Steps of the Redundancy Process – England and Wales

Note: There may be differences in the legislation that applies to Scotland and Northern Ireland

1 – Establish the Business Reason for Redundancy

Clearly define why a role is no longer required. These should be business-related reasons, such as a restructure, drop in demand, or changes in technology.

Always refer to the role, not the person. Document your rationale to remain consistent throughout the process, and provide this information in writing to all affected staff.

2 – Identify the Roles ‘At Risk of Redundancy’

Determine the ‘pool’ of employees whose roles are similar—even if job titles differ. All staff in this group should be placed at risk of redundancy.

It’s from this pool that individual selection may be made, based on objective criteria. This is a critical step in establishing fair selection criteria redundancy, which can include skills, qualifications, and attendance records.

3 – Inform Staff They Are At Risk of Redundancy

Hold an initial meeting with each affected employee to explain that their role is ‘at risk’.

Follow up in writing with a letter confirming the key points discussed, including confirmation that you are now starting the consultation period for proposed redundancy..

Understanding the redundancy rights UK employees are entitled to at this stage is essential—these include the right to consultation, fair treatment, and notice.

4 – Hold Formal Redundancy Consultation Meetings

A fair redundancy consultation typically requires at least three meetings.

If more than one employee is in the pool, you must apply fair selection criteria. If there is only one person doing the role then selection criteria will not be necessary.

Where 20 or more roles are at risk, collective consultation is required under UK law, and must involve a recognised trade union or elected employee representatives. This formal collective consultation period has specific legal timeframes you must adhere to.

5 – Explore Alternatives to Redundancy

Have you fully explored ways to avoid redundancy? This may include offering suitable alternative employment, job shares, or part-time options.

Avoiding redundancy where possible not only protects employee livelihoods but can also reduce business disruption and cost.

Why Follow a Fair Redundancy Procedure?

Following a correct process isn’t just about compliance—it’s a legal requirement.

It demonstrates to employees that you’re making every effort to avoid unnecessary job losses, and can protect your business from costly tribunal claims.

Consultation also gives employees the opportunity to suggest solutions you may not have considered.

Meeting your obligations under redundancy rights UK ensures you’re handling the situation lawfully and respectfully.

How Long Does the Redundancy Process Take?

The timeline varies depending on how many people are affected:

For a single employee, a redundancy process in the UK can be completed in as little as two weeks.
For 20 or more proposed redundancies, collective consultation must last at least 30 days, and longer if you have over 100 proposed redundancies.

You’ll also need to factor in the notice period for redundancy, which depends on each employee’s length of service. ‘Statutory notice is one week for each full year of service, up to 12 weeks, but you should check the employee’s contract, as it may state a longer notice period.

Every case is unique, and factors such as business size, employee contracts, and consultation feedback can all influence the duration.

Need Help With a Redundancy Process?

At Ward Williams HR, we provide expert guidance tailored to your business, including legally compliant letters, consultation templates, and step-by-step support

02Jun

Pride Month in the Workplace: Fostering Real Inclusion

Kim DaltonCharity, HR and Employment documentation production, People Management Training, Ward Williams HR News

June marks the global celebration of Pride Month—a time to reflect on and renew our commitment to building workplaces where everyone feels safe, respected, and valued, regardless of sexual orientation or gender identity.

Beyond a One-Off Event

Pride Month should serve as a catalyst for ongoing inclusion efforts, not just a one-off celebration. Lasting change requires continuous education, regular policy reviews, and a genuine commitment to equity. As employers, we have a statutory duty—and a moral responsibility—to ensure our people feel empowered to bring their whole selves to work.

Why This Matters

Sadly, statistics show that many LGBTQ+ employees still face negative comments, feel compelled to hide their identity, or lack confidence in reporting bullying or discrimination. It’s clear that there is more work to be done.

How We Can Help

At WWHR, we’re dedicated to supporting organisations in creating truly inclusive environments. Here’s how we can partner with you:

Inclusive Policies & Training: Develop and deliver training to raise awareness, stop unconscious bias, and prevent discrimination.
Culture of Trust & Acceptance: Foster an environment where everyone feels they belong.
Safe Reporting Channels: Ensure employees can report concerns confidentially and without fear.
Inclusive Benefits Review: Make sure your benefits reflect the needs of all gender identities and family structures.

Our Commitment

At WWHR, we celebrate and educate—not just during Pride Month, but all year round. We’re committed to empowering every individual to be themselves at work, and to helping our clients do the same.

Happy Pride!

31Mar

Legal round-up | April 2025

Kim DaltonHR and Employment Law Advice and Support

With some important updates coming into force next month, we have summarised the changes below to ensure you remain ahead of the law:

Increase to Statutory Pay Rates
Increase to Statutory Pay Rates
Introduction of Neonatal Care Leave and Pay
An update on the Employment Rights Bill

Statutory Pay Rates Increase

With the latest statutory rate increases having recently been announced, we have provided an overview below of the main increases you need to be aware of, ahead of them coming into force in April 2025.

National Minimum and Living Wage

From 1^st April 2025, the minimum rate per hour will be:

National Living Wage for workers aged 21 and over £12.21

National Minimum Wage for workers aged 18–20 £10.00

Young workers rate for workers aged 16‒17, £7.55

Apprentices under 19, or over 19 and in the

first year of the apprenticeship

Family Friendly Statutory Payments
From 6^th April, the rate for these payments will increase to £187.18 (this includes maternity, adoption, paternity, etc).

Statutory Sick Pay

From 6 April, the weekly rate of SSP will be £118.75 per week, with the first three waiting days remaining unpaid. The lower earnings limit to qualify for SSP will rise to £125.00 per week.

Statutory Redundancy Pay

From 6^th April the cap for a week’s pay, used for Statutory Redundancy Pay calculations, will increase from £700 to £719.

Neonatal Care Leave and Pay

April sees the introduction of a new statutory right for parents of babies born on or after 6 April 2025.

Employees are entitled to take one week of leave for each consecutive seven days the child receives neonatal care, up to a maximum of 12 weeks.

Neonatal care leave is in addition to other statutory family leave entitlements, meaning employees can add any accrued neonatal care leave on to the end of any other entitlement they are taking.

Subject to further eligibility criteria, employees taking neonatal care leave may also be entitled to receive up to 12 weeks of Statutory Neonatal Care Pay, paid at the same rate as other family leave payments such as maternity or paternity pay, which from 6 April 2025 will be £187.18 per week.

Amended Employment Rights Bill progresses in House of Lords

After passing through the parliamentary stages in the House of Commons, the Employment Rights Bill is making further progress towards becoming law following its first reading in the House of Lords on 14^th March 2025.

The proposed amendments tabled by the Government, following its responses to consultations carried out last year, will be progressed in the amended version of the Bill. The amendments cover reforms to workers’ rights, including Statutory Sick Pay, dismissal and re-engagement and collective redundancy.

Under the Bill, the Government will introduce a new regulatory body, which will be known as the Fair Work Agency, which will have the power to bring employment tribunal claims on behalf of individuals, provide legal support and assistance to those who have brought a claim themselves and enforce the payment of statutory payments to employees.

The second reading of the Bill is due to take place in the House of Lords today.

We are here to assist you in ensuring compliance and safeguarding your business.

If you have any questions on any of the above, please get in touch with us.

If you have any questions on any of the above, please get in touch with the office: hr@wardwilliamshr.co.uk or call 01932 830664.

Back to HR and Employment Law Advice and Support

14Oct

Updated guidance on sexual harassment ahead of new legislation coming into force

Kim DaltonHR and Employment Law Advice and Support

Updated guidance on sexual harassment ahead of new legislation coming into force

From 26th October 2024 all employers will be legally required to take proactive reasonable steps to prevent sexual harassment of their workers.

Sexual harassment against all genders at work is an issue, research from the Government Equalities Office in 2020 finding that 30% of women and 27% of men had experienced workplace sexual harassment.

What this means specifically for each employer will vary from business to business depending on what you do and the services that you provide. For example, an employee visiting customers or working with the public may be more at risk than a home-based workforce.

At Ward Williams HR we recommend that you carry out a risk assessment and then consider the steps that you can take to minimise any identified risks and prevent sexual harassment from taking place.

There are a variety of measures that you can then implement, including:

updates to policies and procedures in relation to sexual harassment to clarify the law, expected behaviours and complaints mechanisms
training with managers and staff to raise awareness of rights related to sexual harassment and the employer’s policies
specific training for managers to support them in dealing with complaints
a process for reviewing the effectiveness of the updated policies and training
a timetable for refresher training for management and staff

As part of preparations for the new duty, employers should also consider the risks of sexual harassment posed by third parties and ensure reasonable steps are taken to prevent those risks.

This can be by notifying third parties of the organisation’s zero-tolerance stance on harassment against its staff, before they enter a workplace or interact with any of the staff. This can be via signs, notices or email.

For help and guidance, please reach out to Ward Williams HR. We are here to assist you in ensuring compliance and safeguarding your business

07Aug

UK Riots: Employer Obligations and Duty of Care

Kim DaltonHR and Employment Law Advice and Support

UK Riots: Employer Obligations and Duty of Care

Following last week’s knife attack in Southport, where three children tragically lost their lives and others were injured, violent protests erupted in towns and cities across the UK. These events, reportedly fuelled by misinformation about the suspect’s identity and background, present significant challenges for employers who are navigating a landscape where employees may feel unsafe and at risk. Additionally, there is the potential for involvement in or impact from acts of violence and discrimination.

Supporting Vulnerable and Affected Staff

In such unsettling times, businesses must prioritise the well-being and support of vulnerable and affected staff, as HR issues may arise. Employers should consider flexible work arrangements to accommodate safety concerns. If there are worries about whether a company can open safely or needs to close due to damage, it’s essential to evaluate the contractual position with employees. Alternatives might include altering start or finish times to avoid early or late arrivals and departures, thus enhancing security.

Addressing Pay and Work Arrangements

Pay during temporary or partial closures needs careful consideration. It is crucial to seek HR guidance to ensure the safest and most compliant methods for organising this. Solutions must be risk-averse for all parties while enabling, as much as reasonably practicable, the continued operation of the business.

Prioritising Employee Safety

The Health and Safety at Work Act 1974 requires employers to maintain a safe working environment. In times of civil unrest, this responsibility is heightened:

Risk Assessments: Conduct thorough risk assessments to identify potential hazards related to riots, including commuting routes and workplace safety.

Remote Work Options: Where feasible, offer remote work opportunities to minimise exposure to potential dangers.

Clear Communication: Ensure open lines of communication with employees, providing guidance on safety procedures and updates on riot developments.

Security Measures and Business Premises Protection

Businesses must take proactive steps to protect their premises and assets:

Security Enhancements: Consider if this is required.

Insurance Reviews: Review insurance policies to ensure adequate coverage for riot-related damages and understand the specifics of coverage.

Contingency Planning: Develop plans to address potential disruptions, including identifying alternative suppliers and distribution channels.

Handling Workplace Conflict

Naturally, the current climate might fuel workplace conflict, with heightened emotions and mixed opinions leading to fractious discussions. It is vital that your policies on workplace conduct and respect are clear and reliable, ensuring due process for resolving conflicts and grievances. Consider making an announcement acknowledging the events, confirming any temporary adjustments, signposting relevant support, and reminding employees about workplace expectations.

Legal and Ethical Considerations

Adhering to legal and ethical standards is essential:

Employment Law Compliance: Ensure compliance with employment laws and contracts, especially when implementing changes to working conditions.

Non-Discrimination: Treat all employees fairly and equitably, avoiding discriminatory practices.

Community Engagement: If your local community has been impacted, what can you as a business do to help?

Signposting to Support Resources

Signposting to well-being support, such as Employee Assistance Programmes (EAPs), is a valuable tool during this period. Providing access to professional help can be an essential part of supporting staff.

Conclusion

The recent riots present significant challenges for UK businesses. By understanding and fulfilling their responsibilities, companies can protect their employees, assets, and operations. Prioritising safety, enhancing security, and maintaining compliance with legal and ethical standards allow businesses to navigate these turbulent times with resilience and integrity.

For help and guidance, please reach out to Ward Williams HR. We are here to assist you in ensuring compliance and safeguarding your business.

If you have any questions on any of the above, please get in touch with the office: hr@wardwilliamshr.co.uk or call 01932 830664.

Back to HR and Employment Law Advice and Support

11Jun

Five steps to becoming a fertility friendly workplace

Kim DaltonHR and Employment Law Advice and Support

As many as one in seven couples, may have difficulty conceiving. The number could have a huge impact on your people as the reality of the challenge couples and individuals may face are rarely recognised and often misunderstood by employers. As a result, many people suffer in silence.

The positive news is following the Fertility Treatment (Employment Rights) bill being read in parliament in June, fertility is becoming a more prominent topic in the business world.

We encourage you, to create a fertility friendly workplace.

Here how we can help you with five steps to achieve this:

1. Clear policies and communications

Often a policy is where employees first look to see if their workplace even recognises fertility treatment. A dedicated fertility policy or guidance is the start, but not the only answer to invoke change in this space. It is one of the many things that organisations can do to signal support to employees, ideally developed in conjunction with the review of current HR policies, combined with awareness raising and educational content to bring the issue to life and embed the conversation as part of the day to day culture of the organisation.

2. Workload considerations – Flexibility

There is a considerable amount of time involved for all those navigating fertility journeys. This may include initially identifying fertility problems, dealing with underlying health conditions, liaising with doctors, attending appointments, and undergoing a wide range of investigations and treatments, among other things. All of these take up a great deal of physical time and energy and more often than not are emotionally charged. We encourage organisations to recognise this and build in guidance to support attending appointments, entitlements, allowing time off in hours (not just full days) and hybrid working where possible.

3. Educational training

Raising awareness of fertility issues in the workplace is an important educational piece for all employees, however it is particularly pertinent to offer training for managers. Topics such as fertility and pregnancy loss are highly sensitive and managers will only know how to approach these topics with the correct training. It would be unrealistic to expect them to know everything about all of the different complex and personal experiences involved.

4. Building Internal Support Networks

Having someone in the organisation that actually understands about the fertility journey, someone who can be there for both managers and employees to go to for guidance and support can make a huge difference. We know that providing informal peer-to-peer support for employees who have been through a difficult journey or who are currently experiencing fertility struggles can be a key resource in dealing with the emotional challenges and helping people feel less alone. Often when these issues are talked about internally, those with lived experience may volunteer to help with a passion to support others stemming from their own experience.

5. External support and signposting

Employee Assistance Programmes (EAP) can be a huge source of support for those on complex fertility journeys. While some clinics offer counselling, it is often very expensive, and the content and number of sessions can vary. Businesses could consider offering more specialised fertility counselling through their workplace schemes, with practitioners specifically trained in fertility counselling who can also provide an opportunity to talk through workload concerns. We have an HR expert with first hand experience of fertility and IVF treatment who can help you navigate these conversations.

Organisations cannot be expected to know it all or have specialised support for every single scenario when it comes to family building, but what they can do is signpost to credible, specialised support for different family building journeys. If businesses implemented a dedicated fertility policy whilst also reviewing their current HR policies, it could positively transform a person’s whole fertility journey and ultimately ensure open and constructive communication between managers and employees.

It is important to think about now and be ahead of the curve, with conversations in parliament already underway to provide the statutory right to employees for time off for fertility appointments.

If you have any questions on any of the above, please get in touch with the office: hr@wardwilliamshr.co.uk or call 01932 830664.

Back to HR and Employment Law Advice and Support

26May

Summer HR considerations

Kim DaltonHR and Employment Law Advice and Support

Along with the uncertainty of the weather, British summertime can throw up a few surprises and unforeseen issues for your business.

Are you packed and ready to navigate a wave of holiday requests, potential staffing issues, and extreme weather conditions? Are you aware of what you need to do if (we ever!) get a heatwave? What about your dress code policy; what happens when staff are out and about meeting clients? It can seem trivial, but there can be a lot to consider during the next few months, and we want to ensure that: 1) your business continues to run as smoothly as possible and 2) you look after your people and keep them motivated and engaged.

It is likely that across your workforce there will be a group of eager parents having to navigate weeks of settling in for their 4-year-olds starting school. How do you deal with those flexible working requests? Or hang on a minute… is that covered by time off for a dependent?

The season can certainly throw up a lot of complexities. It might be an ideal time to reach out for some casual zero-hour staff, but with that comes the need to properly document, ensure the holiday is calculated properly in light of the April legislative changes, and ensure you onboard correctly and appropriately. Or perhaps there is some overtime on offer; of course, we need to consider working time regs here.

We don’t want to spoil the fun. If you need a summer health check or need some guidance on how to navigate any of these issues, or more, get in touch with our experts. We make it easy so you can concentrate on running your business!

View the employment law update