{"id":10602,"date":"2022-12-23T11:06:16","date_gmt":"2022-12-23T01:06:16","guid":{"rendered":"https:\/\/employmenthero.com\/uk\/resources\/employee-redundancy\/"},"modified":"2025-12-23T01:24:02","modified_gmt":"2025-12-23T01:24:02","slug":"employee-redundancy","status":"publish","type":"resources","link":"https:\/\/employmenthero.com\/uk\/resources\/employee-redundancy\/","title":{"rendered":"Employee Redundancy: What UK Employers Need To Know"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull resource-sticky-downloadable-template has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull blog-template-header has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\"><div style=\"--bb--crumb-gap:.4em;\" class=\"blog-template-breadcrumb wp-block-employmentherocom2025-breadcrumb-block\"><nav role=\"navigation\" aria-label=\"Breadcrumbs\" class=\"breadcrumb\"><ol class=\"breadcrumb-items\"><li class=\"breadcrumb-item breadcrumb-item--current breadcrumb-item--home\"><span class=\"breadcrumb-item-name\">Home<\/span><\/li><\/ol><\/nav><script type=\"application\/ld+json\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@type\":\"BreadcrumbList\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"item\":{\"name\":\"Home\",\"@id\":\"https:\\\/\\\/employmenthero.com\\\/uk\\\/\"}}]}<\/script><\/div>\n\n\n<div class=\"wp-block-group blog-template-tags-row is-content-justification-space-between is-nowrap is-layout-flex wp-container-core-group-is-layout-4 wp-block-group-is-layout-flex\" style=\"padding-bottom:var(--wp--preset--spacing--9)\">\n<div class=\"wp-block-group blog-template-tags is-layout-flex wp-container-core-group-is-layout-1 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/02\/Blog.png\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/guides-and-playbooks\/\" rel=\"tag\">Guides and Playbooks<\/a><\/div>\n\n<div style=\"padding-top:var(--wp--preset--spacing--0-5);padding-bottom:var(--wp--preset--spacing--0-5)\" class=\"taxonomy-topic eh-topics-separate wp-block-post-terms\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/topic\/employment-law\/\" rel=\"tag\">Employment Law<\/a><span class=\"wp-block-post-terms__separator\"> <\/span><a href=\"https:\/\/employmenthero.com\/uk\/blog\/topic\/leadership-and-management\/\" rel=\"tag\">Leadership and Management<\/a><\/div><\/div>\n\n\n\n<div class=\"wp-block-group social-icons-mobile is-vertical is-layout-flex wp-container-core-group-is-layout-3 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-2 wp-block-group-is-layout-flex\" style=\"margin-top:var(--wp--preset--spacing--2);margin-bottom:var(--wp--preset--spacing--2)\"><div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"facebook\" data-social-type=\"facebook\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"24px\" height=\"24px\" viewBox=\"0 0 20 20\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\"> <title>Group<\/title> <path d=\"M14.4446 6.47609H11.4173V4.40033C11.4173 3.62078 11.9115 3.43904 12.2596 3.43904C12.6068 3.43904 14.3958 3.43904 14.3958 3.43904V0.0120058L11.4537 0C8.18772 0 7.44447 2.55599 7.44447 4.19168V6.47609H5.55566V10.0075H7.44447C7.44447 14.5394 7.44447 20 7.44447 20H11.4173C11.4173 20 11.4173 14.4856 11.4173 10.0075H14.0981L14.4446 6.47609Z\"><\/path><\/svg> \n    <\/span>\n    <\/div>\n\n<div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"twitter\" data-social-type=\"twitter\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"17\" height=\"18\" viewBox=\"0 0 17 18\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"> <g clip-path=\"url(#clip0_2187_1527)\"> <path d=\"M6.88269 10.3821L0.554058 18H2.05374L7.54889 11.3855L11.9379 18H17L10.363 7.99774L17 0.00924304H15.5002L9.69721 6.99436L5.06215 0.00924304H-5.51343e-07L6.88306 10.3821H6.88269ZM8.93683 7.90961L9.60929 8.90561L14.9598 16.8309H12.6563L8.33833 10.4349L7.66587 9.43894L2.05303 1.12518H4.35659L8.93683 7.90923V7.90961Z\" fill=\"currentColor\"><\/path> <\/g> <defs> <clipPath id=\"clip0_2187_1527\"> <rect width=\"17\" height=\"18\" fill=\"white\" transform=\"matrix(-1 0 0 -1 17 18)\"><\/rect> <\/clipPath> <\/defs> <\/svg> \n    <\/span>\n    <\/div>\n\n<div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"linkedin\" data-social-type=\"linkedin\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"17px\" height=\"16px\" viewBox=\"0 0 17 16\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\"> <title>Shape<\/title> <g id=\"Symbols\" stroke=\"none\" stroke-width=\"1\" fill=\"none\" fill-rule=\"evenodd\"> <g id=\"Icons\/Social\" transform=\"translate(-74.000000, -2.000000)\" fill=\"#000000\" fill-rule=\"nonzero\"> <path d=\"M74.2155762,7.20409322 L77.8588786,7.20409322 L77.8588786,18 L74.2155762,18 L74.2155762,7.20409322 Z M76.0616143,2 C74.8146643,2 74,2.80609002 74,3.86411056 C74,4.90036967 74.7908238,5.72989508 76.0139333,5.72989508 L76.0371667,5.72989508 C77.3079571,5.72989508 78.0993476,4.90032981 78.0993476,3.86411056 C78.0755071,2.80609002 77.3079976,2 76.0616143,2 Z M86.8041976,6.95048874 C84.8702857,6.95048874 84.0038929,7.99790755 83.5205667,8.73245583 L83.5205667,7.20409322 L79.8761714,7.20409322 C79.924419,8.21687707 79.8761714,18 79.8761714,18 L83.5205667,18 L83.5205667,11.9708054 C83.5205667,11.6478911 83.5444071,11.3261725 83.6402952,11.0948476 C83.9041595,10.4502147 84.5037738,9.78266458 85.5095667,9.78266458 C86.8291714,9.78266458 87.3561714,10.773129 87.3561714,12.2237722 L87.3561714,18 L91,18 L91,11.8093881 C91,8.49339883 89.2027762,6.95048874 86.8041976,6.95048874 Z\" id=\"Shape\"><\/path> <\/g> <\/g> <\/svg> \n    <\/span>\n    <\/div>\n\n<div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"link\" data-social-type=\"copy\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"18\" height=\"19\" viewBox=\"0 0 18 19\" fill-rule=\"evenodd\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path transform=\"translate(6.640285, 0)\" d=\"M9.6365839,1.06427739 L9.6365839,1.06407143 C7.63313006,-0.581342526 4.71799441,-0.287025772 3.06469376,1.72767436 L1.68152847,3.42787366 C1.2637913,3.94153775 1.3305731,4.70585509 1.8305341,5.13486964 C2.33069565,5.56409016 3.0749216,5.4955055 3.49265877,4.98184141 L4.8760246,3.28143615 C5.71089731,2.25863908 7.1949372,2.1243532 8.19104884,2.98176443 C8.20769415,2.99597567 8.22413891,3.01059882 8.24038313,3.02522198 C9.18174573,3.92361924 9.26838157,5.42383144 8.43691815,6.43015171 L5.5610895,9.96627791 L5.53461744,9.99634806 C5.38079871,10.1792405 5.20090901,10.3370058 5.00076417,10.4640831 C4.04676718,11.0718709 2.80719278,10.901748 2.04211006,10.0579301 C1.59709864,9.56877523 0.850065046,9.54303024 0.374169553,10.0002613 C-0.100522665,10.4562566 -0.127195273,11.2205739 0.315008503,11.7099348 C1.3991598,12.9045024 2.99670869,13.4575049 4.56377459,13.1800768 C4.80503134,13.1364133 5.04287882,13.0742134 5.27470991,12.9934771 C6.09434113,12.7094584 6.82152068,12.1980598 7.37542854,11.5155086 L10.2440375,7.98947441 C11.0680808,6.96832503 11.4617524,5.65182909 11.3372134,4.33183184 C11.2235039,3.05137889 10.6100339,1.87267016 9.6365839,1.06427739\" fill=\"currentColor\"\/><path transform=\"translate(0, 5.762765)\" d=\"M7.78481199,8.39527139 L6.54864687,9.91484383 C5.73222439,10.9339336 4.27946967,11.1129128 3.25127068,10.3214088 C2.2300908,9.49612727 2.05361038,7.97696676 2.85719793,6.92821874 C2.87083505,6.91050619 2.88447217,6.89299959 2.89851039,6.87569896 L5.82387388,3.27984437 L5.84553284,3.25492322 C5.99915102,3.07203079 6.17924127,2.91447144 6.37938611,2.78739415 C7.23972815,2.23645131 8.34754387,2.31595185 9.12506044,2.98449782 C9.2157072,3.06235067 9.30073868,3.14700021 9.37915214,3.23782854 C9.60657122,3.50207514 9.93486491,3.6513961 10.2784001,3.64665902 C10.6175233,3.64171598 10.9377951,3.48498047 11.155588,3.21764447 L11.1696262,3.20034383 C11.5426416,2.74620216 11.5342187,2.07930388 11.1497722,1.63546021 C9.42768425,-0.367088286 6.45118155,-0.55698335 4.50107292,1.21159465 C4.32298813,1.37306725 4.15713665,1.54813319 4.00472174,1.73555674 L1.08738009,5.32173121 C-0.548874157,7.35084854 -0.312430505,10.3492133 1.62043117,12.0813364 C2.56821124,12.921447 3.80678291,13.3317192 5.05377751,13.2188532 C5.20097822,13.2064956 5.34697566,13.1875473 5.49176982,13.1613904 C6.61362375,12.9593437 7.63039162,12.3585585 8.36398864,11.4636626 L9.59594229,9.94923914 C10.0136795,9.43578101 9.94709821,8.67146367 9.44693666,8.24224316 C8.94677511,7.81302264 8.20254916,7.8816073 7.78481199,8.39527139\" fill=\"currentColor\"\/><\/svg> \n    <\/span>\n            <span class=\"eh-social-sharing-button__copied_text\">\n            URL copied for sharing!        <\/span>\n    <\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group post-title-mobile has-global-padding is-layout-constrained wp-container-core-group-is-layout-6 wp-block-group-is-layout-constrained\"><h2 class=\"blog-template-title wp-block-post-title\">Employee Redundancy: What UK Employers Need To Know<\/h2>\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-5 wp-block-group-is-layout-flex\">\n<p class=\"has-sm-font-size\">Published<\/p>\n\n\n<div class=\"wp-block-post-date has-sm-font-size\"><time datetime=\"2022-12-23T11:06:16+00:00\">23 Dec 2022<\/time><\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-columns content-flex is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:55%\">\n<div class=\"wp-block-group sticky-downloadable-title has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-10 wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--24)\"><h1 class=\"blog-template-title wp-block-post-title\">Employee Redundancy: What UK Employers Need To Know<\/h1>\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-9 wp-block-group-is-layout-flex\">\n<p class=\"has-text-align-center has-sm-font-size\" style=\"border-left-color:var(--wp--preset--color--neutral-700);border-left-width:1px;padding-left:var(--wp--preset--spacing--2)\">2 min read<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-12 wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--6);padding-bottom:var(--wp--preset--spacing--24)\">\n<div class=\"content-single-table-content\"><\/div>\n\n\n\n<div id=\"content-wrapper\" class=\"wp-block-group has-link-color wp-elements-ec6979d8fca3ffbd8f4f4f2683fb4222 has-global-padding is-layout-constrained wp-container-core-group-is-layout-11 wp-block-group-is-layout-constrained\">\n<p>Redundancy is rarely an easy decision. For most businesses, it\u2019s a last resort and something considered only when every other option has been exhausted. Yet even when it\u2019s necessary, redundancy carries legal obligations, emotional weight, and real consequences for your people. That\u2019s why it\u2019s so important not just to follow the correct process, but to handle the entire situation with fairness, compassion and care.<\/p>\n\n\n\n<p>This guide is designed to help UK employers understand their responsibilities when navigating redundancies. Whether you\u2019re managing a small restructure or responding to major operational changes, knowing the law, and applying it the right way, can make all the difference.<\/p>\n\n\n\n<p>If you, as an employer or leader, find yourself in a position where making an employee redundant is the only option, this guide will take you through the process.&nbsp;<\/p>\n\n\n\n<p>Join us as we talk through compliance as it relates to redundancies, common redundancy mistakes to avoid and how to lead with kindness through the redundancy process.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>What is redundancy?<\/li>\n\n\n\n<li>Alternatives to redundancy<\/li>\n\n\n\n<li>Hiring freeze announcement email templates<\/li>\n\n\n\n<li>The laws and regulations behind redundancy in the UK<\/li>\n\n\n\n<li>Redundancy the right way<\/li>\n\n\n\n<li>At risk of redundancy letter template<\/li>\n\n\n\n<li>Common redundancy mistakes to avoid<\/li>\n<\/ul>\n\n\n\n<p class=\"has-neutral-500-color has-text-color has-link-color has-sm-font-size wp-elements-5d406329923b753c81e143bc649cb9ab\"><strong>Disclaimer:<\/strong><em>The information in this article is current as<\/em> of <em>27th June 2025, and has been prepared by 91爆料 UK Ltd and its related bodies corporate (<\/em><strong><em>91爆料<\/em><\/strong><em>). The views expressed in this article are general information only, are provided in good faith to assist employers and their employees, and should not be relied on as professional advice. Some information is based on data supplied by third parties. While such data is believed to be accurate, it has not been independently verified and no warranties are given that it is complete, accurate, up to date or fit for the purpose for which it is required. 91爆料 does not accept responsibility for any inaccuracy in such data and is not liable for any loss or damages arising directly or indirectly as a result of reliance on, use of or inability to use any information provided in this article. You should undertake your own research and seek professional advice before making any decisions or relying on the information in this article<\/em><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What is employee redundancy?<\/h2>\n\n\n\n<p>The UK Government defines redundancy as: \u201cwhen you dismiss an employee because you no longer need anyone to do their job.\u201d<\/p>\n\n\n\n<p>Redundancy should never be considered an \u2018easy way\u2019 to cut down or reshuffle your workforce. It must have a legitimate justification which employers must be ready and able to prove the person\u2019s position is no longer required. As stated, \u201cFor a redundancy to be genuine, you must demonstrate that the employee\u2019s job will no longer exist.\u201d<\/p>\n\n\n\n<p>Under the Employment Rights Act 1996, an employee is considered redundant if their dismissal is due to:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The business closing entirely; or<\/li>\n\n\n\n<li>The closure of a particular workplace; or<\/li>\n\n\n\n<li>A reduced need for employees to carry out work of a particular kind.<\/li>\n<\/ul>\n\n\n\n<p>What\u2019s important to understand is that redundancy relates to the role and not the person. That distinction is essential, both legally and ethically. If an employee is dismissed but the job continues unchanged, this may not be a genuine redundancy and you could risk an unfair dismissal claim.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Why do businesses make people redundant?<\/h2>\n\n\n\n<p>Employers often reach the point of redundancy for a range of reasons. Perhaps there\u2019s been a downturn in trade, or the organisation is moving to a new operating model. In some cases, technology makes certain roles obsolete. And at other times, external shocks such as economic uncertainty or global events force sudden restructuring. Whatever the trigger, the redundancy must reflect a genuine operational need.<\/p>\n\n\n\n<p>The UK <a href=\"https:\/\/www.gov.uk\/staff-redundant\" target=\"_blank\" rel=\"noreferrer noopener\">government<\/a> suggests several reasons for why your business might make someone redundant. It might be because your business is:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Changing what it does<\/li>\n\n\n\n<li>Doing things in a different way<\/li>\n\n\n\n<li>Changing the types or number of roles needed to do certain work<\/li>\n\n\n\n<li>Changing location or closing down<\/li>\n<\/ul>\n\n\n\n<p>If you are looking to <a href=\"https:\/\/employmenthero.com\/uk\/blog\/warning-procedures\/\">dismiss an employee<\/a> for other reasons, such as conduct or performance, this should be dealt with by following disciplinary procedures. Redundancy should not be used as a convenient way to dismiss an employee.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What are the alternatives to redundancy?<\/h2>\n\n\n\n<p>Making an employee redundant should be a last resort, and there are other options businesses can consider.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Put a hiring freeze in place<\/h3>\n\n\n\n<p>A <a href=\"https:\/\/employmenthero.com\/uk\/blog\/hiring-freeze\/\">hiring freeze<\/a> is when companies temporarily stop recruitment for a business.<\/p>\n\n\n\n<p>For businesses concerned about staffing costs, or the need for particular roles, a hiring freeze is good options to consider. If there is uncertainty around the future needs of the business, it is recommended that you pause plans to grow the team further. Doing so can buy you some time to consider your future strategy.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Employee re-skilling<\/h3>\n\n\n\n<p>Reskilling refers to educating current staff members to either improve their current knowledge, or provide opportunities to move into other departments or roles.&nbsp;<\/p>\n\n\n\n<p>Moving your team around the business can have numerous benefits. Not only could it help them avoid being made redundant (the ultimate goal), but the person also gets to apply their existing knowledge of the business and your product or service to the new role.<\/p>\n\n\n\n<p>It can help the person diversify their own experience and skill set, and give different areas of your business a fresh perspective. In this instance, employers could help employees find suitable alternative employment within the business, especially if their current role is becoming obsolete.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Examine work hours<\/h3>\n\n\n\n<p>Looking at working hours, or shifts is another way to prevent making an employee redundant. Making temporary changes can be an effective way of reducing costs enough to keep all members of staff.&nbsp;<\/p>\n\n\n\n<p>As with other suggestions in this list, be sure to be transparent with your employees about these requests, and consider their employment contracts closely.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Reduce engagement with freelance or temporary workers<\/h3>\n\n\n\n<p>If staffing costs are becoming a concern, reducing the use of freelance or temporary workers could be beneficial.&nbsp;<\/p>\n\n\n\n<p>While temporary workers are unlikely to have the right not to be unfairly dismissed, there may still be contractual provisions that you need to comply with, and they will still be protected from discrimination, so employers should still take care when reducing engagement with freelance or temporary workers.<\/p>\n\n\n\n<p>Learn more about all of these alternatives to redundancy by downloading the redundancy guide.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Step-by-step redundancy process<\/h2>\n\n\n\n<p>Making redundancies is rarely straightforward. It\u2019s a complex process that not only involves compliance with legal obligations but also requires careful planning, sensitivity, and clear internal communications. Employers must ensure that employees are treated fairly, kept informed throughout, and given genuine opportunities to be heard. Here\u2019s a breakdown of how a fair and lawful redundancy process might be carried out:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Planning and building the business case<\/h3>\n\n\n\n<p>Before any formal action is taken, employers must first assess whether redundancy is the only viable option. This involves reviewing the business\u2019s current challenges, such as declining revenue, restructuring needs, or technological change, and determining whether there are other alternatives (e.g. retraining or redeployment) that could avoid job losses.<\/p>\n\n\n\n<p>This step should include documenting the reasons for the proposed changes. Employers must be able to establish fair reasons for redundancy and demonstrate that the decision is genuinely based on business needs, not personal preferences or discriminatory grounds. This foundation sets the tone for the rest of the process and will be essential if challenged later.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Redundancy consultation meetings<\/h3>\n\n\n\n<p>Engaging in meaningful consultation is not just good practice, it\u2019s a legal requirement, and one many employers forget. Depending on the number of employees at risk, this may take the form of individual redundancy consultation meetings (for fewer than 20 redundancies) or collective consultation (for 20 or more). Either way, the focus should be on open, honest dialogue.<\/p>\n\n\n\n<p>Consultations are your opportunity to explain why redundancies are being considered, how roles might be affected, and to listen to employees\u2019 views or suggestions. These discussions should be two-way and, wherever possible, conducted in a face-to-face meeting, ideally with the support of HR professionals. Employees may raise concerns, suggest alternatives to redundancy, or express interest in other roles, and all of that must be taken seriously.<\/p>\n\n\n\n<p>Documentation is key here. Employers should provide written summaries of each meeting and clearly set out next steps, timelines, and expectations. Failing to consult properly, or rushing the process, can result in claims of unfair dismissal.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Applying fair selection criteria<\/h3>\n\n\n\n<p>If you&#8217;re selecting some individuals for redundancy but retaining others in similar roles, you must use objective and transparent criteria to make that decision. This is a critical area where employers can go wrong.<\/p>\n\n\n\n<p>Your selection criteria might include skills, qualifications, experience, performance, disciplinary records, or attendance, but it must be applied consistently and without bias. The process should be documented carefully, ideally in a structured scoring or redundancy matrix, and supported by evidence.<\/p>\n\n\n\n<p>This is about more than just ticking legal boxes. Employees want to feel they have been treated fairly, and clearly communicated selection processes help to maintain trust even in difficult circumstances.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Considering suitable alternative employment<\/h3>\n\n\n\n<p>Before making someone redundant, employers must explore whether there are any suitable alternative roles available within the organisation. This step is often overlooked, but it\u2019s legally and ethically important.<\/p>\n\n\n\n<p>If a potentially suitable role exists, even in a different department or location, it should be offered to the at-risk employee before final redundancy is confirmed. The offer must be genuine, with enough information and time for the employee to consider it. Turning down a reasonable alternative could affect entitlement to statutory redundancy pay, so both sides should approach this stage carefully and openly.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Redundancy notice and termination<\/h3>\n\n\n\n<p>Once consultation has concluded and the final decision is made, formal redundancy notice must be issued. The notice should confirm the date of termination, the reason for the decision, and the employee\u2019s rights, including redundancy pay, notice pay, and any accrued holiday entitlement.<\/p>\n\n\n\n<p>Whether you\u2019re dealing with statutory or contractual notice periods, communication at this stage should remain professional and compassionate. This is often a difficult moment for employees, and having a HR professional present during the termination meeting can help ensure the process remains respectful and compliant.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Final payments and post-redundancy support<\/h3>\n\n\n\n<p>When an employee is made redundant, they are usually entitled to:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Statutory redundancy pay (if they\u2019ve worked for 2 years or more),<\/li>\n\n\n\n<li>Notice pay (or pay in lieu of notice),<\/li>\n\n\n\n<li>Holiday pay, and<\/li>\n\n\n\n<li>Any contractual redundancy enhancements, if applicable.<\/li>\n<\/ul>\n\n\n\n<p>Aside from final payslip, it\u2019s good practice to provide post-redundancy support, such as career transition assistance, CV workshops, or Employee Assistance Programmes (EAPs) to support mental health.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What are your legal duties as an employer?<\/h2>\n\n\n\n<p>UK redundancy law is shaped mainly by the Employment Rights Act 1996, supported by case law and statutory codes. While a fair process isn\u2019t just about compliance, and should look at other ethical factors, there are numerous legislative obligations to follow.<\/p>\n\n\n\n<p>One of the most commonly misunderstood parts of the redundancy process is the requirement to consult. It exists to give employees a voice, to ensure procedural fairness, and, in some cases, to surface alternatives you may not have considered. Even when the outcome feels inevitable, consultation matters.<\/p>\n\n\n\n<p>If you&#8217;re making fewer than 20 redundancies, you must have a redundancy consultation process with each affected individual. This includes explaining the reasons for the redundancy, discussing the selection process, and listening to any feedback or suggestions the employee may offer.<\/p>\n\n\n\n<p>Where 20 or more employees are at risk within a 90-day period, you&#8217;re required to enter into collective consultation. That means engaging either with elected employee representatives or with a recognised trade union. The law also sets minimum consultation periods: at least 30 days for 20\u201399 redundancies, and 45 days for 100 or more.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Fewer than 20 redundancies:<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>You are not required by statute to engage in collective consultation.<\/li>\n\n\n\n<li>However, you must still consult individually with each affected employee.<br>This includes:\n<ul class=\"wp-block-list\">\n<li>Explaining the reason for the proposed redundancy;<\/li>\n\n\n\n<li>Discussing the selection process;<\/li>\n\n\n\n<li>Exploring alternatives (e.g., suitable alternative roles);<\/li>\n\n\n\n<li>Giving the employee an opportunity to provide feedback.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">20 or more redundancies at one establishment within a 90-day period:<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>You are legally required to carry out collective consultation under the Trade Union and Labour Relations (Consolidation) Act 1992.<\/li>\n\n\n\n<li>This must be done with:\n<ul class=\"wp-block-list\">\n<li>Either recognised trade union(s), or<\/li>\n\n\n\n<li>Elected employee representatives (where no union is recognised).<\/li>\n<\/ul>\n<\/li>\n\n\n\n<li>Minimum consultation periods:\n<ul class=\"wp-block-list\">\n<li>30 days before the first dismissal (if 20\u201399 redundancies);<\/li>\n\n\n\n<li>45 days before the first dismissal (if 100+ redundancies).<\/li>\n<\/ul>\n<\/li>\n\n\n\n<li>You must also<a href=\"https:\/\/www.gov.uk\/government\/publications\/redundancy-payments-form-hr1-advance-notification-of-redundancies\/advanced-notification-of-redundancies-guidance-for-employers\" target=\"_blank\" rel=\"noreferrer noopener\"> notify the Secretary of State<\/a> about the proposed redundancies.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Are UK employees entitled to statutory redundancy pay?<\/h2>\n\n\n\n<p>Redundancy pay may be applicable in addition to notice pay. This is called a \u2018statutory redundancy payment\u2019.<\/p>\n\n\n\n<p>There are requirements for eligibility. An employee must;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Be working under a contract of employment<\/li>\n\n\n\n<li>Have had at least 2 continuous years of service<\/li>\n\n\n\n<li>Have been dismissed, laid off or put on short-time working (those who opted for early retirement do not qualify)<\/li>\n<\/ul>\n\n\n\n<p>Pay rates are dependent on an employee\u2019s age and length of service.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What are the rules around notice periods and redundancy pay?<\/h2>\n\n\n\n<p>Once you\u2019ve completed consultation and confirmed redundancy as the outcome, employees are entitled to a period of notice. This may be set out in their contract, but must at least meet statutory minimums:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>One week\u2019s notice if employed between one month and two years;<\/li>\n\n\n\n<li>One week for each year of service between two and 12 years;<\/li>\n\n\n\n<li>A maximum of 12 weeks for employees with 12 or more years of service.<\/li>\n<\/ul>\n\n\n\n<p>In many cases, you may choose to pay in lieu of notice, but be clear about this in the final communication and ensure calculations are accurate.<\/p>\n\n\n\n<p>As mentioned, employees with at least two years of continuous service may also be entitled to statutory redundancy pay. This is calculated based on age, length of service (up to a 20-year cap), and weekly pay subject to an upper limit set by the government. While some employers offer enhanced redundancy packages, this isn\u2019t legally required unless stated in the contract or collective agreement.<\/p>\n\n\n\n<p>It\u2019s good practice, and often appreciated, to provide a breakdown of how these payments are calculated and what the employee can expect to receive.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What are the different types of redundancy pay?<\/h2>\n\n\n\n<p>In the UK, redundancy pay typically falls into two main categories: statutory redundancy pay and contractual (or enhanced) redundancy pay.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">1. Statutory redundancy pay<\/h3>\n\n\n\n<p>This is the minimum legal amount that eligible employees must be paid when made redundant.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Eligibility:<\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Must be an employee (not a worker or contractor).<\/li>\n\n\n\n<li>Must have at least 2 years\u2019 continuous service with the employer.<\/li>\n\n\n\n<li>Must be made redundant, not dismissed for misconduct or other reasons.<\/li>\n<\/ul>\n\n\n\n<h4 class=\"wp-block-heading\">How it&#8217;s calculated:<\/h4>\n\n\n\n<p>Statutory redundancy pay is based on:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Age<\/li>\n\n\n\n<li>Length of service (up to 20 years)<\/li>\n\n\n\n<li>Weekly gross pay (capped at a statutory limit)<\/li>\n<\/ul>\n\n\n\n<h4 class=\"wp-block-heading\">Employees get:<\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li>0.5 week\u2019s pay for each full year of service under age 22<\/li>\n\n\n\n<li>1 week\u2019s pay for each full year of service between ages 22 and 40<\/li>\n\n\n\n<li>1.5 weeks\u2019 pay for each full year of service aged 41 and over<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">2. Contractual redundancy pay<\/h3>\n\n\n\n<p>Some employers offer more generous redundancy packages than the statutory minimum, either:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>As part of a contract of employment,<\/li>\n\n\n\n<li>Set out in a collective agreement with a union, or<\/li>\n\n\n\n<li>Based on customary company practice (which could create a contractual entitlement if consistent over time).<\/li>\n<\/ul>\n\n\n\n<h4 class=\"wp-block-heading\">Key points:<\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Enhanced redundancy terms can include:\n<ul class=\"wp-block-list\">\n<li>A higher multiplier (e.g., 2 weeks\u2019 pay per year of service)<\/li>\n\n\n\n<li>No cap on weekly pay<\/li>\n\n\n\n<li>Additional lump sums or ex gratia payments<\/li>\n<\/ul>\n<\/li>\n\n\n\n<li>If contractual, these enhanced terms are enforceable by law.<\/li>\n\n\n\n<li>If discretionary, employers should clearly state this to avoid setting a precedent.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">3. Notice<\/h3>\n\n\n\n<p>Although not technically \u201credundancy pay,\u201d employees are also entitled to a notice period or a payment in lieu of their notice period. Under statute This is:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>One week\u2019s notice if employed between one month and two years;<\/li>\n\n\n\n<li>One week for each year of service between two and 12 years;<\/li>\n\n\n\n<li>A maximum of 12 weeks for employees with 12 or more years of service.<\/li>\n<\/ul>\n\n\n\n<p>Employment contracts can provide for more generous notice periods.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">4. Holiday pay and final earnings<\/h3>\n\n\n\n<p>Upon redundancy, employees are also entitled to:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Payment for any accrued but unused annual leave<\/li>\n\n\n\n<li>Final wages\/salary<\/li>\n\n\n\n<li>Any bonuses or commission earned up to termination, if contractually due<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">What is voluntary redundancy?<\/h2>\n\n\n\n<p>Voluntary redundancy is when an employer asks employees to volunteer to be made redundant, usually as part of a wider workforce reduction or restructuring effort.<\/p>\n\n\n\n<p>Rather than selecting individuals for compulsory redundancy, the employer offers a financial incentive to those who come forward voluntarily. The idea is to reduce staff numbers in a less disruptive, more consensual way. Typically, we might see this play out as follows:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Employers invite volunteers for redundancy. This could be company-wide or limited to specific teams.<\/li>\n\n\n\n<li>Employees consider the offer, often with time to review financial terms or seek advice.<\/li>\n\n\n\n<li>The employer decides whether to accept the volunteer\u2019s application, it\u2019s not automatic. They can decline if the individual has critical skills or business needs.<\/li>\n\n\n\n<li>Redundancy is agreed, and the employee exits on agreed terms.<\/li>\n<\/ol>\n\n\n\n<h3 class=\"wp-block-heading\">What are the benefits of offering voluntary redundancy?<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>It can be seen as more thoughtful, and gives employees some control, which may reduce tension in the workplace by avoiding forced dismissals.<\/li>\n\n\n\n<li>If done correctly, and handled in a way as to not concern current employees, it can improve morale, as staff have more choice and the business is transparent.<\/li>\n\n\n\n<li>Often includes enhanced pay to encourage take-up.<\/li>\n\n\n\n<li>Gives employees an opportunity for a planned exit \u2014 useful for those already considering a career change, early retirement, or sabbatical.<\/li>\n<\/ul>\n\n\n\n<p>It&#8217;s important to remember that voluntary redundancy is still legally a redundancy \u2014 not a resignation \u2014 so employees retain eligibility for:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Statutory redundancy pay<\/li>\n\n\n\n<li>Notice pay<\/li>\n\n\n\n<li>Holiday pay<\/li>\n<\/ul>\n\n\n\n<p>If accepting voluntary redundancy, employees may be asked to sign a settlement agreement, waiving their right to bring future claims.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">How can employers ensure a fair and transparent redundancy process?<\/h2>\n\n\n\n<p>Employers often ask: what does a \u2018fair\u2019 redundancy process actually look like in practice?<\/p>\n\n\n\n<p>It starts well before you speak to the employee. The planning phase is critical, you need to clearly establish the business rationale and ensure redundancy is the only viable option. That might involve considering redeployment, reduced hours, or changes to shift patterns. If those don\u2019t solve the problem, you then move into a formal process.<\/p>\n\n\n\n<p>Consultation comes next. This must be genuine. It\u2019s not about informing someone of a decision already made, it\u2019s about discussing a proposal. Employees must be given time to process the information, ask questions, and put forward alternatives. This stage is often where employers fall down, either by rushing it or treating it as a formality. But engaging openly can change outcomes: in some cases, employees have suggested viable alternatives, such as switching to part-time hours or transferring to a different department.<\/p>\n\n\n\n<p>When selecting employees for redundancy, fairness is key. You need objective and non-discriminatory criteria. For instance, experience, qualifications, performance, disciplinary record, and attendance. A redundancy matrix can help you score and compare employees consistently. What\u2019s critical here is documentation. Being able to explain how you reached your decision, and showing that the same process was applied to all, can protect you if a decision is challenged.<\/p>\n\n\n\n<p>You must also consider whether there are any suitable alternative roles within the business or group. If there is a role that closely matches the employee\u2019s skills and experience, it should be offered. If the employee unreasonably refuses a suitable alternative, they may lose the right to redundancy pay, but be cautious: \u2018suitable\u2019 is open to interpretation, and state laws often look at whether the employee\u2019s refusal was reasonable in the circumstances.<\/p>\n\n\n\n<p>Once the decision is confirmed, issue a written notice confirming the redundancy, setting out final pay, entitlements, and any next steps. Offer the right to appeal, even if it won\u2019t change the outcome, it reflects procedural fairness and gives the employee a sense of closure.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Supporting employees through the process<\/h2>\n\n\n\n<p>One thing that often gets overlooked in redundancy is the emotional impact. For many people, their job is tied to their identity and stability, so being told their role is at risk can be deeply unsettling. As an employer, you have a responsibility not just to comply with the law, but to support your people through the change.<\/p>\n\n\n\n<p>Consider offering:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Employee Assistance Programmes (EAPs) to provide mental health and financial wellbeing support.<\/li>\n\n\n\n<li>Career transition services, such as CV workshops, interview coaching, or access to retraining opportunities.<\/li>\n\n\n\n<li>References or recommendations to help them secure future employment.<\/li>\n<\/ul>\n\n\n\n<p>And just as importantly, make sure your remaining team understands the changes, and has space to process what\u2019s happened. Communication with the broader workforce should be honest, respectful, and timely. If misinformation starts spreading, especially in smaller teams, it can create confusion and anxiety. Aim to stay ahead of that with calm, clear messaging.<\/p>\n\n\n\n<p>In difficult times, how a business supports its people speaks volumes. If you\u2019re currently exploring redundancies for your business, <a href=\"https:\/\/employmenthero.com\/uk\/services\/eap\/\">91爆料\u2019s EAP<\/a> can help during the redundancy process to deliver real, meaningful support.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Common questions from employers<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\">How long does the redundancy process take?<\/h3>\n\n\n\n<p>This varies depending on the number of employees affected and the complexity of the restructure. For small-scale individual redundancies, the process may take a few weeks. For larger-scale or collective redundancies, you\u2019ll need to factor in mandatory consultation periods of 30 or 45 days, plus planning and notice.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Can employees challenge redundancy decisions?<\/h3>\n\n\n\n<p>Yes \u2014 and they often do if the process feels rushed or unfair. Employees can raise formal grievances or bring claims for unfair dismissal if they believe the redundancy wasn\u2019t genuine or that the selection process was flawed. Proper documentation and fair procedures are your best defence.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">What happens if I don\u2019t follow the correct process?<\/h3>\n\n\n\n<p>You risk claims of unfair dismissal, breach of contract, or even protective awards (in collective redundancies where consultation duties are not met). Financial penalties aside, mishandling a redundancy process can seriously impact morale and damage trust across the organisation.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Need more help?<\/h2>\n\n\n\n<p>We get it, making an employee redundant is challenging, and a last resort for any business. But remaining compliant when laying off staff is essential. If you\u2019re still unsure about your obligations, speak to one of our <a href=\"https:\/\/employmenthero.com\/uk\/services\/hr-advisory\/\">HR Advisory specialists<\/a>.\u00a0<\/p>\n\n\n\n<p>If you\u2019re looking for more support for your business, 91爆料 can help! Our Employment Operating System takes the traditional isolated aspects of employment and integrates them into a seamless, human and AI-powered solution that empowers employers, employees and job seekers alike.&nbsp;<\/p>\n\n\n\n<p>Offering everything your business needs, from finding and hiring top talent using <a href=\"https:\/\/smartmatch.employmenthero.com\/uk\/?type=employer&amp;_gl=1*tru84n*_gcl_au*MTMzMTA3MzMxMS4xNzMyNjMxNDAx*_ga*MTc0NzU0Mjg3MC4xNzMyNjMxNDAx*_ga_0RRDFB83LJ*MTczMjcxOTMwOC42LjEuMTczMjcxOTg2OS41Ny4wLjA.*_ga_ML8PXVWRJC*MTczMjcxOTMwOC42LjAuMTczMjcxOTg3MC42MC4wLjA.\" target=\"_blank\" rel=\"noreferrer noopener\">SmartMatch<\/a>, seamlessly onboarding new hires, automating complex payroll, and driving employee engagement and morale, all backed by UK-based expert support.<\/p>\n\n\n\n<p>Learn more and speak to one of our specialists today.<\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column form-column is-layout-flow wp-block-column-is-layout-flow\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group form-v2-violet-box-shadow-pattern is-layout-flow wp-block-group-is-layout-flow\">\n\n<div class=\"wp-block-employmentherocom2025-marketo-form-v2 is-layout-flow wp-block-marketo-form-v2-is-layout-flow\">\n                                                            <section class=\"eh_marketo_form-title-section eh_marketo_form-title-section--small\" aria-labelledby=\"marketo-form-title\">\n        <div class=\"eh_marketo_form-title-container\">\n                                        <h2 id=\"marketo-form-title\" class=\"eh_marketo_form-title\">Register for the guide<\/h2>\n                    <\/div>\n            <\/section>\n                            <div class=\"eh_marketo_form-container_v2\" data-marketo-form=\"{&quot;is_multi_steps&quot;:false,&quot;form_data&quot;:[{&quot;base_url&quot;:&quot;\/\/hr.employmenthero.io&quot;,&quot;munchkin_id&quot;:&quot;387-SZZ-170&quot;,&quot;form_id&quot;:&quot;1737&quot;,&quot;css_classes&quot;:&quot;&quot;}],&quot;submit_text&quot;:&quot;Download now&quot;,&quot;success_handling_method&quot;:&quot;thank_you_page&quot;,&quot;redirect_url&quot;:&quot;&quot;,&quot;thank_you_message&quot;:&quot;&quot;,&quot;add_lead_linking_id&quot;:false,&quot;add_drift_campaign_id&quot;:false,&quot;drift_campaign_id&quot;:&quot;&quot;,&quot;thank_you_page_id&quot;:&quot;32313&quot;,&quot;thank_you_page_url&quot;:&quot;https:\/\/employmenthero.com\/uk\/thank-you\/downloadable\/resources\/?origin=employee-redundancy&amp;origin_id=U41kF9%2BubCmx%2FzE01F3mtbstrVThQg%2B6XZyBwmJe%2FTBR6a4sIWw9%2Fi2rtj4Hl0W2LGOVIW34l92zjW7xTbriXQ%3D%3D&quot;,&quot;progress_indicator_type&quot;:&quot;progress-bar&quot;,&quot;enable_revenue_hero&quot;:false,&quot;revenue_hero_router_id&quot;:&quot;4668&quot;,&quot;revenue_hero_thank_you_message&quot;:&quot;Thank you for booking!&quot;}\"><\/div>\n                                <\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group social-icons-desktop is-content-justification-center is-nowrap is-layout-flex wp-container-core-group-is-layout-14 wp-block-group-is-layout-flex\" style=\"margin-top:var(--wp--preset--spacing--2);margin-bottom:var(--wp--preset--spacing--2);padding-top:var(--wp--preset--spacing--4);padding-bottom:var(--wp--preset--spacing--4)\"><div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"facebook\" data-social-type=\"facebook\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"24px\" height=\"24px\" viewBox=\"0 0 20 20\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\"> <title>Group<\/title> <path d=\"M14.4446 6.47609H11.4173V4.40033C11.4173 3.62078 11.9115 3.43904 12.2596 3.43904C12.6068 3.43904 14.3958 3.43904 14.3958 3.43904V0.0120058L11.4537 0C8.18772 0 7.44447 2.55599 7.44447 4.19168V6.47609H5.55566V10.0075H7.44447C7.44447 14.5394 7.44447 20 7.44447 20H11.4173C11.4173 20 11.4173 14.4856 11.4173 10.0075H14.0981L14.4446 6.47609Z\"><\/path><\/svg> \n    <\/span>\n    <\/div>\n\n<div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"twitter\" data-social-type=\"twitter\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"17\" height=\"18\" viewBox=\"0 0 17 18\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"> <g clip-path=\"url(#clip0_2187_1527)\"> <path d=\"M6.88269 10.3821L0.554058 18H2.05374L7.54889 11.3855L11.9379 18H17L10.363 7.99774L17 0.00924304H15.5002L9.69721 6.99436L5.06215 0.00924304H-5.51343e-07L6.88306 10.3821H6.88269ZM8.93683 7.90961L9.60929 8.90561L14.9598 16.8309H12.6563L8.33833 10.4349L7.66587 9.43894L2.05303 1.12518H4.35659L8.93683 7.90923V7.90961Z\" fill=\"currentColor\"><\/path> <\/g> <defs> <clipPath id=\"clip0_2187_1527\"> <rect width=\"17\" height=\"18\" fill=\"white\" transform=\"matrix(-1 0 0 -1 17 18)\"><\/rect> <\/clipPath> <\/defs> <\/svg> \n    <\/span>\n    <\/div>\n\n<div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"linkedin\" data-social-type=\"linkedin\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"17px\" height=\"16px\" viewBox=\"0 0 17 16\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\"> <title>Shape<\/title> <g id=\"Symbols\" stroke=\"none\" stroke-width=\"1\" fill=\"none\" fill-rule=\"evenodd\"> <g id=\"Icons\/Social\" transform=\"translate(-74.000000, -2.000000)\" fill=\"#000000\" fill-rule=\"nonzero\"> <path d=\"M74.2155762,7.20409322 L77.8588786,7.20409322 L77.8588786,18 L74.2155762,18 L74.2155762,7.20409322 Z M76.0616143,2 C74.8146643,2 74,2.80609002 74,3.86411056 C74,4.90036967 74.7908238,5.72989508 76.0139333,5.72989508 L76.0371667,5.72989508 C77.3079571,5.72989508 78.0993476,4.90032981 78.0993476,3.86411056 C78.0755071,2.80609002 77.3079976,2 76.0616143,2 Z M86.8041976,6.95048874 C84.8702857,6.95048874 84.0038929,7.99790755 83.5205667,8.73245583 L83.5205667,7.20409322 L79.8761714,7.20409322 C79.924419,8.21687707 79.8761714,18 79.8761714,18 L83.5205667,18 L83.5205667,11.9708054 C83.5205667,11.6478911 83.5444071,11.3261725 83.6402952,11.0948476 C83.9041595,10.4502147 84.5037738,9.78266458 85.5095667,9.78266458 C86.8291714,9.78266458 87.3561714,10.773129 87.3561714,12.2237722 L87.3561714,18 L91,18 L91,11.8093881 C91,8.49339883 89.2027762,6.95048874 86.8041976,6.95048874 Z\" id=\"Shape\"><\/path> <\/g> <\/g> <\/svg> \n    <\/span>\n    <\/div>\n\n<div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"link\" data-social-type=\"copy\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"18\" height=\"19\" viewBox=\"0 0 18 19\" fill-rule=\"evenodd\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path transform=\"translate(6.640285, 0)\" d=\"M9.6365839,1.06427739 L9.6365839,1.06407143 C7.63313006,-0.581342526 4.71799441,-0.287025772 3.06469376,1.72767436 L1.68152847,3.42787366 C1.2637913,3.94153775 1.3305731,4.70585509 1.8305341,5.13486964 C2.33069565,5.56409016 3.0749216,5.4955055 3.49265877,4.98184141 L4.8760246,3.28143615 C5.71089731,2.25863908 7.1949372,2.1243532 8.19104884,2.98176443 C8.20769415,2.99597567 8.22413891,3.01059882 8.24038313,3.02522198 C9.18174573,3.92361924 9.26838157,5.42383144 8.43691815,6.43015171 L5.5610895,9.96627791 L5.53461744,9.99634806 C5.38079871,10.1792405 5.20090901,10.3370058 5.00076417,10.4640831 C4.04676718,11.0718709 2.80719278,10.901748 2.04211006,10.0579301 C1.59709864,9.56877523 0.850065046,9.54303024 0.374169553,10.0002613 C-0.100522665,10.4562566 -0.127195273,11.2205739 0.315008503,11.7099348 C1.3991598,12.9045024 2.99670869,13.4575049 4.56377459,13.1800768 C4.80503134,13.1364133 5.04287882,13.0742134 5.27470991,12.9934771 C6.09434113,12.7094584 6.82152068,12.1980598 7.37542854,11.5155086 L10.2440375,7.98947441 C11.0680808,6.96832503 11.4617524,5.65182909 11.3372134,4.33183184 C11.2235039,3.05137889 10.6100339,1.87267016 9.6365839,1.06427739\" fill=\"currentColor\"\/><path transform=\"translate(0, 5.762765)\" d=\"M7.78481199,8.39527139 L6.54864687,9.91484383 C5.73222439,10.9339336 4.27946967,11.1129128 3.25127068,10.3214088 C2.2300908,9.49612727 2.05361038,7.97696676 2.85719793,6.92821874 C2.87083505,6.91050619 2.88447217,6.89299959 2.89851039,6.87569896 L5.82387388,3.27984437 L5.84553284,3.25492322 C5.99915102,3.07203079 6.17924127,2.91447144 6.37938611,2.78739415 C7.23972815,2.23645131 8.34754387,2.31595185 9.12506044,2.98449782 C9.2157072,3.06235067 9.30073868,3.14700021 9.37915214,3.23782854 C9.60657122,3.50207514 9.93486491,3.6513961 10.2784001,3.64665902 C10.6175233,3.64171598 10.9377951,3.48498047 11.155588,3.21764447 L11.1696262,3.20034383 C11.5426416,2.74620216 11.5342187,2.07930388 11.1497722,1.63546021 C9.42768425,-0.367088286 6.45118155,-0.55698335 4.50107292,1.21159465 C4.32298813,1.37306725 4.15713665,1.54813319 4.00472174,1.73555674 L1.08738009,5.32173121 C-0.548874157,7.35084854 -0.312430505,10.3492133 1.62043117,12.0813364 C2.56821124,12.921447 3.80678291,13.3317192 5.05377751,13.2188532 C5.20097822,13.2064956 5.34697566,13.1875473 5.49176982,13.1613904 C6.61362375,12.9593437 7.63039162,12.3585585 8.36398864,11.4636626 L9.59594229,9.94923914 C10.0136795,9.43578101 9.94709821,8.67146367 9.44693666,8.24224316 C8.94677511,7.81302264 8.20254916,7.8816073 7.78481199,8.39527139\" fill=\"currentColor\"\/><\/svg> \n    <\/span>\n            <span class=\"eh-social-sharing-button__copied_text\">\n            URL copied for sharing!        <\/span>\n    <\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull eh-single-resource-whitepapers-layout has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div id=\"stop-el\" class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20)\">\n<div class=\"wp-block-group is-content-justification-space-between is-layout-flex wp-container-core-group-is-layout-16 wp-block-group-is-layout-flex\" style=\"margin-bottom:var(--wp--preset--spacing--10)\">\n<h3 class=\"wp-block-heading\">Related Resources<\/h3>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-link-arrow is-style-link-arrow--3\"><a class=\"wp-block-button__link has-btn-brand-background-color has-background wp-element-button\" href=\"\/resources\/\">View all<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-query blog-3-col-query-loop is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"columns-3 alignfull wp-block-post-template is-layout-grid wp-container-core-post-template-is-layout-1 wp-block-post-template-is-layout-grid\"><li class=\"wp-block-post post-52766 resources type-resources status-publish has-post-thumbnail hentry resource-type-guides-and-playbooks\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-19 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/onboarding\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1728\" height=\"1014\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Employer Playbook: What is onboarding?\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail.webp 1728w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail-300x176.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail-1024x601.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail-768x451.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail-1536x901.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail-864x508.webp 864w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail-440x258.webp 440w\" sizes=\"auto, (max-width: 1728px) 100vw, 1728px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-3 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-18 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-17 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/02\/Blog.png\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/guides-and-playbooks\/\" rel=\"tag\">Guides and Playbooks<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/onboarding\/\" target=\"_self\" >Employer Playbook: What is onboarding?<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-2\"><p class=\"wp-block-post-excerpt__excerpt\">Real onboarding starts at offer acceptance, spans 90 days and is the #1 source of HR errors. Here&#8217;s how to&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/resources\/onboarding\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Employer Playbook: What is onboarding?<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/resources\/onboarding\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-51732 resources type-resources status-publish has-post-thumbnail hentry resource-type-guides-and-playbooks\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-22 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/employment-contracts-uk-2026\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Employment Contracts UK: What Employers Are Legally Required to Include in 2026\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1.webp 1600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-6 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-21 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-20 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/02\/Blog.png\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/guides-and-playbooks\/\" rel=\"tag\">Guides and Playbooks<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/employment-contracts-uk-2026\/\" target=\"_self\" >Employment Contracts UK: What Employers Are Legally Required to Include in 2026<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-5\"><p class=\"wp-block-post-excerpt__excerpt\">Employment contracts UK rules are changing under the Employment Rights Act. Find out what to include and update before 2026.&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/resources\/employment-contracts-uk-2026\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Employment Contracts UK: What Employers Are Legally Required to Include in 2026<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/resources\/employment-contracts-uk-2026\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-51681 resources type-resources status-publish has-post-thumbnail hentry resource-type-guides-and-playbooks\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-25 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/switching-payroll-providers-uk\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Switching Payroll Providers UK: A Step-by-Step Migration Guide\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1.webp 1600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-9 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-24 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-23 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/02\/Blog.png\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/guides-and-playbooks\/\" rel=\"tag\">Guides and Playbooks<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/switching-payroll-providers-uk\/\" target=\"_self\" >Switching Payroll Providers UK: A Step-by-Step Migration Guide<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-8\"><p class=\"wp-block-post-excerpt__excerpt\">Thinking about switching payroll providers? Learn when to switch, what to plan for, common migration mistakes, and what to look&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/resources\/switching-payroll-providers-uk\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Switching Payroll Providers UK: A Step-by-Step Migration Guide<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/resources\/switching-payroll-providers-uk\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><\/ul><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Redundancy has been a big talking point in 2022, and this is expected to continue in 2023.<\/p>\n","protected":false},"featured_media":10606,"menu_order":0,"template":"","meta":{"inline_featured_image":false,"_visual_mode":"business","_lite_auth_enabled":false,"_lite_auth_trigger_method":"scroll","_lite_auth_scroll_percent":25,"_lite_auth_click_element_query":"","exclude_from_algolia":false,"reading_time":"14 min read","display_reading_time":false,"registration_open_datetime":"","registration_close_datetime":"","event_start_datetime":"","event_end_datetime":"","time_zone":"","location":"","link_video":"","wistia_video_id":"","video_type":"","file_video":"","download_content_type":"file","download_file":"10605","download_url":"","download_cta_label":"","homepage_thumbnail":0,"footnotes":""},"resource-type":[168],"topic":[98,91],"learn_topic":[],"industry":[65,57,55,66,72,35,76,41,77,58,43,67,46,69,40,59,73,70,45,54,47,49,51,68,52,50,64,44,42,53,48,74,75,56,71],"search-tags":[],"audience":[],"business-size":[],"product-tag":[],"funnel-stage":[],"region":[],"pain-point":[],"persona":[],"post_features":[],"class_list":["post-10602","resources","type-resources","status-publish","has-post-thumbnail","hentry","resource-type-guides-and-playbooks","topic-employment-law","topic-leadership-and-management","industry-agriculture","industry-automotive","industry-business-consulting","industry-childcare","industry-colleges-and-sporting-clubs","industry-construction","industry-consumer-services","industry-customer-service","industry-early-education","industry-ecommerce","industry-education","industry-entertainment","industry-finance","industry-financial-services","industry-franchises","industry-health-and-fitness","industry-health-services","industry-healthcare","industry-hospitality","industry-it-and-technology","industry-legal","industry-logistics-manufacturing","industry-media-communications","industry-not-for-profit","industry-professional-services","industry-public-relations","industry-real-estate","industry-real-estate-and-strata-management","industry-recruitment","industry-retail","industry-stem","industry-technology","industry-utilities-public-services","industry-veterinary-services","industry-youth-services"],"_links":{"self":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resources\/10602","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resources"}],"about":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/types\/resources"}],"version-history":[{"count":10,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resources\/10602\/revisions"}],"predecessor-version":[{"id":46535,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resources\/10602\/revisions\/46535"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/media\/10606"}],"wp:attachment":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/media?parent=10602"}],"wp:term":[{"taxonomy":"resource-type","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resource-type?post=10602"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/topic?post=10602"},{"taxonomy":"learn_topic","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/learn_topic?post=10602"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/industry?post=10602"},{"taxonomy":"search-tags","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/search-tags?post=10602"},{"taxonomy":"audience","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/audience?post=10602"},{"taxonomy":"business-size","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/business-size?post=10602"},{"taxonomy":"product-tag","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/product-tag?post=10602"},{"taxonomy":"funnel-stage","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/funnel-stage?post=10602"},{"taxonomy":"region","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/region?post=10602"},{"taxonomy":"pain-point","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/pain-point?post=10602"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/persona?post=10602"},{"taxonomy":"post_features","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/post_features?post=10602"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}