Managing a redundancy process requires careful planning, clear communication and compliance with Irish employment legislation. Following a structured and fair process helps employers meet their legal obligations while ensuring employees are treated with respect throughout the process.

Under Irish law, a dismissal by reason of redundancy is only lawful where it falls within the statutory definition of redundancy. This is set out in the Redundancy Payments Acts 1967–2014. he following are the recognised grounds for redundancy:

1. The employer has ceased or intends to cease the business
2. The employer’s need for employees to carry out work of a particular kind has ceased or diminished
3. The employer has decided to carry on the business with fewer or no employees
4. The work will be done in a different way for which the employee is not sufficiently qualified or trained
5. The work will be done by another employee who is capable of doing both jobs

This practical checklist outlines the key steps employers should take before, during and after a redundancy process, from establishing a genuine redundancy situation to consultation, selection, notice and final payments.

Download the Redundancy Checklist below.

Every redundancy situation is different, and getting the process right is essential for both your business and your employees.

At Voltedge Management, our experienced HR consultants can guide you through every stage of the redundancy process, helping you minimise risk, remain compliant with employment legislation, and manage change with confidence. If you’re considering a redundancy programme or need advice on your obligations as an employer, contact us at info@voltedge.ie or call 01 525 2914.

Patricia Nolan, Senior HR Consultant