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Redundancy & Restructuring Support for Employers
Plan and run a fair, compliant redundancy process, from the business case to consultation, notice and appeals, with expert HR support at every step.
Redundancy support
Handling Redundancy the Right Way
Making roles redundant is one of the hardest decisions an employer faces. Get the process wrong and you risk unfair dismissal claims, protective awards and lasting damage to morale and your reputation.
Clearpath UK guides you through every stage of a redundancy or restructure, from the business case to the final appeal. We make sure the process is fair, properly consulted on and fully documented, while treating your people with the respect they deserve.
How we support you
How We Come In and Support You
Every business is different, so you choose how involved we are. From advice in the background to running the whole process alongside you, we’ll be there at every stage.
We advise
You run it, we’re in your corner
Expert guidance by phone and email while your managers lead the process.
- Process plan and timeline
- Template letters and scripts
- Advice whenever questions come up
We guide
We work alongside your team
A dedicated consultant plans each stage with you and prepares everything you need.
- Everything in “We advise”
- Tailored letters, scoring and consultation packs
- Manager briefings before every meeting
We run it for you
Hands-on, start to finish
We manage the whole process and join key meetings, on site or remotely.
- Everything in “We guide”
- We attend consultation meetings
- We hear appeals independently
On the ground
With You Before, During and After
Redundancy is about people as much as process. We make sure your managers feel prepared and your employees feel respected at every step.
Getting ready
Running the process
Moving forward
When it happens
When You Might Need to Restructure
Redundancy can happen for many reasons. These are the situations we help employers with most often.
In law, redundancy means the business or workplace is closing, or the need for employees to do a particular kind of work has stopped or reduced. If the reason is really performance or conduct, a different process applies, and we’ll help you choose the right one.
Closing the business
The business, or part of it, is closing down.
Closing or moving a site
A workplace is closing, or work is moving to a different location.
Less work available
There’s a reduced need for employees to do a particular kind of work.
Merging teams or roles
Roles are being combined after growth, a merger or an acquisition.
New technology
Automation or new systems mean some roles are no longer needed.
Reducing costs
The business needs to cut costs to stay viable.
Before you decide
Alternatives to Redundancy
Redundancy should be the last resort, not the first. Exploring alternatives can protect jobs, save money and show a tribunal you acted fairly. We’ll help you weigh up every option.
Voluntary redundancy
Ask for volunteers first, often with an enhanced package. You can decide which applications to accept.
Reduced hours or pay
Agree temporary changes to hours or pay with employees, rather than losing roles altogether.
Lay-off or short-time working
Temporarily reduce or pause work, where the contract allows it or employees agree.
Recruitment freeze
Stop recruiting, and reduce agency staff and overtime, to free up work for existing employees.
Redeployment and retraining
Move people into other roles in the business, with training where needed.
Early retirement
Offer voluntary early retirement, handled carefully to avoid any risk of age discrimination.
Changes to hours, pay or working patterns usually need employee agreement or a clear contractual right. We’ll advise you before you make any proposals.
Step by step
The Redundancy Process
Click through the seven stages of a fair redundancy process to see what happens and what we provide at each one.
What we provide at this stage
Why it matters
The Cost of Getting It Wrong
The maximum protective award per employee for failing to consult collectively, doubled from 90 days on 6 April 2026.
An additional, organisation-wide threshold for collective consultation and new “fire and rehire” restrictions are expected. We’ll keep your plans up to date as the rules are confirmed.
No genuine redundancy
Using redundancy to remove someone for performance or conduct reasons can lead to an unfair dismissal claim.
Unfair pools or selection
Pools that are too narrow, or subjective criteria, are one of the most common reasons redundancy claims succeed.
Too little consultation
Rushed or “tick-box” consultation can make a dismissal unfair, even if the redundancy itself is genuine.
Missing alternative roles
Failing to offer suitable vacancies to at-risk employees can make a dismissal unfair.
Discrimination
Criteria or decisions that disadvantage people because of age, sex, disability, pregnancy or another protected characteristic can lead to uncapped compensation.
Failing to notify using HR1
Where 20 or more redundancies are proposed at one establishment, failing to notify the government using form HR1 is a criminal offence.
Extra protections
Employees Who Need Extra Care
Some employees have additional legal protections during a redundancy. Getting these wrong is one of the quickest routes to a discrimination claim.
Pregnancy and family leave
Employees who are pregnant, on maternity, adoption or shared parental leave, or have returned in the 18 months after the birth or placement, must be offered any suitable alternative vacancy before other at-risk employees.
Disabled employees
Make reasonable adjustments to the process and your criteria, for example discounting disability-related absence when scoring attendance.
Fixed-term and part-time staff
They must not be treated less favourably than comparable permanent or full-time employees. Not renewing a fixed-term contract can itself be a redundancy.
Employees on long-term sick leave
Include them fairly in consultation, make contact in a supportive way, and adjust meetings where needed.
Employee representatives
Representatives involved in collective consultation are protected from detriment and dismissal because of that role.
What we deliver
Your Redundancy Toolkit, Prepared for You
Whichever level of support you choose, you’ll get every document you need, tailored to your business and ready to use.
Fixed scope · Fixed fee · Clear timelineOther routes
Voluntary Redundancy and Settlement Agreements
Used well, these can reduce conflict, lower risk and help everyone move on sooner. We’ll help you decide whether they’re right for your situation.
Voluntary redundancy
Inviting volunteers before selecting anyone can reduce the number of compulsory redundancies and ease tension across the team.
WHAT TO KNOW
Settlement agreements
A legally binding agreement where an employee accepts agreed terms, usually a payment, in return for waiving certain claims.
WHAT TO KNOW
Looking after your people
Supporting the People Leaving and the People Staying
How you treat people during a redundancy affects your reputation and the morale of the team that remains. We help you get the human side right, too.
For those leaving
For those staying
Redundancy pay
Statutory Redundancy Pay Explained
Employees with at least two years’ continuous service are entitled to statutory redundancy pay. It’s based on age, length of service (up to 20 years) and weekly pay, which is capped at £751 from 6 April 2026 in England, Scotland and Wales.
Calculator
Estimate Statutory Redundancy Pay
Get a Free Redundancy Plan Review
Before you announce anything, talk it through with one of our HR advisers. In a free 15-minute call, we’ll look at your plans, spot the biggest risks and tell you what to do next.
In your free review
Or call 020 3773 0992
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What Our Clients Say
First Class in Every Aspect
“Absolutely first class with help in every aspect of my business. The knowledge and time invested in me and my business has been exceptional.”
Kept Informed Throughout
“I had an excellent experience with Clearpath. The team was professional, supportive, and kept me informed throughout the recruitment process.”
Long-Term Sickness Resolved
“We spoke to Clearpath in relation to one of our staff who was on long term sick, Clearpath supported us with our difficulties and provided a resolution. Highly recommended.”
Let’s Get Started: Contact Clearpath UK Today
Ready to create a positive, high-performance work environment? Contact our expert team to discuss how we can help.
Book your free consultation today — we’re excited to help your business thrive.
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Speak to an Adviser
Whether it’s HR, employment law or health & safety, tell us what you need and one of our advisers will get back to you, usually within one working day.
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Frequently Asked Questions
How long does a redundancy process take?
It depends on the numbers involved. Where fewer than 20 roles are affected, individual consultation usually takes a few weeks. For 20 to 99 redundancies at one establishment, collective consultation must start at least 30 days before the first dismissal, rising to 45 days for 100 or more. Notice periods then apply on top.
Who qualifies for statutory redundancy pay?
Employees with at least two years’ continuous service who are dismissed by reason of redundancy. The amount depends on their age, length of service and weekly pay, up to a statutory cap.
Do we need to consult if we’re only making one or two people redundant?
Yes. Collective consultation rules only apply to larger numbers, but individual consultation is still needed for the dismissal to be fair.
Can we choose who to make redundant?
You need to use a fair selection pool and objective, measurable criteria applied consistently. Choosing people without a fair process is one of the most common reasons redundancy claims succeed.
Can you support us through the whole process?
Yes. We can run the full process as a fixed-fee project, from the business case and consultation to letters, pay calculations and appeals, or support you at specific stages.