Topic Summaries

Businesses may need to reduce the size of their workforce due to financial challenges, strategic shifts, or changes in technology. While these decisions can improve efficiency or cut costs, they must be handled with legal care and sensitivity to employees.

• Downsizing: a broad term referring to the overall reduction in employee numbers, often as part of a restructuring or cost-cutting strategy. This may include redundancies, early retirements, or not replacing staff who leave. It is aimed at improving profitability, efficiency, or survival in a competitive market.
• Redundancy: a specific legal process where a job role is no longer required. Redundancy is not about individual performance but about the role itself being eliminated. It is often part of a downsizing strategy.
• Common causes of downsizing and redundancy:
  • Automation: machines or software replace human roles (e.g. self-service checkouts reducing cashier jobs).
  • Relocation: shifting operations to cheaper or more strategic locations (e.g. moving a call centre abroad).
  • Mergers and acquisitions: duplicate roles (e.g. two finance departments) may be consolidated.
  • Falling demand: when demand for a product or service drops (e.g. DVD rental shops in the streaming era).
• Legal requirements: to remain lawful, redundancy must be:
  • Fair and justified: based on objective criteria (e.g. role duplication, not personal preference).
  • Consultative: employers must consult with affected staff (especially in large-scale redundancies).
  • Compensated: statutory redundancy pay is usually due for employees with 2+ years of service. This is calculated based on age, length of service, and weekly pay.