Landscapers
Redundancy Process for Landscapers
Plain-English guidance on redundancy process for UK landscapers and small business owners — what the law requires and how to handle it without making costly mistakes.
Real situations landscapers face
- —a groundskeeper made redundant when a hotel closes its grounds and gardens operation entirely.
- —a landscaping operative challenging selection for redundancy when a newer colleague was kept on the commercial team.
- —a redundancy process where no meaningful individual consultation took place before notice was given.
These are exactly the kinds of situations where getting the redundancy process process wrong can lead to an employment tribunal claim.
What you need to know as a landscaping employer
As a landscaping employer, handling redundancy process correctly is essential to avoid employment tribunal claims. UK employment law applies to all employers regardless of business size, and the consequences of getting the process wrong can be costly.
The situations that most commonly arise for landscaping businesses include: a groundskeeper made redundant when a hotel closes its grounds and gardens operation entirely, a landscaping operative challenging selection for redundancy when a newer colleague was kept on the commercial team, a redundancy process where no meaningful individual consultation took place before notice was given. Each of these requires a correct and documented process to protect your business.
This guide covers what you need to do as a landscaping employer. For the complete step-by-step process, read the full guide linked below.
Read the full guide
We have a detailed article covering redundancy process that walks you through every step of the process.
Read: Redundancy Process — the complete guide →More guides for landscapers
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