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SKILL.md
Redundancy Consultation Skill
Structures redundancy processes and drafts communications. Significant legal and human risk — always flag that employment legal advice is essential before proceeding.
WARNING: Defaults to UK employment law (Employment Rights Act 1996). Always recommend qualified HR/legal advice before any redundancy action.
Required Inputs
Number of roles affected (1-19 = individual; 20+ = collective consultation required)
Reason for redundancy (genuine business reason)
Jurisdiction (UK / US / EU / Other)
Timeline constraints
Selection pool (if multiple people in similar roles)
Output Structure
1. Process Overview
Individual redundancy (fewer than 20):
Stage
Action
Minimum timeline
1
Confirm business case internally
Before any communication
2
At-risk notification meeting
Day 1
3
Individual consultation
Minimum 1 meaningful meeting
4
Redundancy confirmed or alternative found
After genuine consideration
5
Notice period begins
Per contract
6
Final day and payment
Per contract + statutory
Collective redundancy (20+ roles — UK):
Minimum 45 days consultation before first dismissal
Must notify BEIS (HR1 form) before consultation begins
Employee representatives must be elected if no union recognised
Failure = unlimited protective award per employee
2. Selection Criteria (if pool exists)
Objective, non-discriminatory only: skills/qualifications, performance (documented evidence), attendance (exclude disability/pregnancy-related absences), length of service (tiebreaker only).
NEVER select on: age, disability, pregnancy/maternity, part-time status, trade union membership.
3. At-Risk Letter Draft
"Dear [Name], I am writing to inform you that your role of [Job Title] is at risk of redundancy. This is because [specific business reason]. We would like to meet on [date] to discuss the situation and explore alternatives. You have the right to be accompanied by a colleague or trade union representative. No decision has been made. Yours sincerely, [Manager]"
4. Consultation Meeting Script
Opening: "No decision has been made. This meeting is to explain the situation and listen to your views."
Key questions: Any ways to avoid this? Alternative roles of interest? Anything about selection to challenge?
5. Redundancy Confirmation Letter Draft
Issued only after genuine consultation. Must include: statutory pay calculated, notice period, payment for accrued holiday, right of appeal.
6. Statutory Redundancy Pay Guide (UK)
Under 22: 0.5 week per year of service
22-40: 1 week per year of service
41+: 1.5 weeks per year of service
Weekly pay capped (verify current rate)
Maximum 20 years counts
WARNING: Take advice from an employment lawyer or qualified HR professional before beginning any redundancy process.
Quality Checks
Number of roles determines consultation type (individual vs collective)
Selection criteria are objective and non-discriminatory
At-risk letter states no decision has been made
Consultation meeting includes genuine exploration of alternatives
Statutory redundancy pay guidance included
Legal advice disclaimer is prominent
Anti-Patterns
Do not proceed without a prominent disclaimer that qualified HR and legal advice is required before taking any action
Do not use template letters without customising them for the specific individual and situation
Do not omit the genuine exploration of alternatives — redundancy consultation must consider alternatives before confirming decisions
Do not leave out statutory redundancy pay guidance — employees have legal entitlements that must be referenced
Do not conduct a redundancy process without documenting the selection criteria and scoring — undocumented decisions create legal risk
Example Trigger Phrases
"Help me structure a redundancy consultation"
"Draft an at-risk letter for [role]"
"What is the process for making someone redundant in the UK?"
