As an employer you may need to restructure your business. Any restructure may result in certain positions becoming redundant.
When a position is identified as being redundant, an organisation must attempt to find the employee whose position is redundant an alternative position within the business.
Suitable positions will be identified with reference to the skills and experience of the employee whose position is being considered for redundancy. Employees should be given the opportunity and adequate time to consider the alternatives and respond accordingly.
Where redeployment is not possible, an employee whose position is made redundant will receive the appropriate severance pay and other entitlements in accordance with the Fair Work Act 2009 (Cth), an industrial instrument or a contract of employment, whichever is applicable.
Before embarking on a redundancy process, you should ensure you understand your employment obligations - it is recommend you check the Fair Work Ombudsman website.
Click the button below for a template redundancy letter from the Fair Work Ombudsman website. We suggest you check the Fair Work website to make sure this template is the most up-to-date.