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We're committed to maintaining high quality services and will, where feasible, make all reasonable efforts to avoid redundancies.

We'll look to achieve this through careful planning, including workforce planning, vacancy control measures, natural wastage, reallocation of work across job families, redeployment and retraining where possible.

We'll make every effort to assist employees in seeking suitable alternative roles to minimise the number of redundancies and retain employees' valuable skills, experience and knowledge.

Redundancy situations will be managed in line with legal requirements with the aim of minimising the adverse impact on both employees who lose their jobs and on those who remain in employment.

The redundancy, redeployment, protection of earnings and buy out of hours policies apply to all employees. The buy out of hours policy applies to employees with minimum service of one year. Entitlement to a redundancy payment requires a minimum of 2 years continuous service.

Employees who become at risk of redundancy will be notified of their redeployment status and advised of the range of support available to them in seeking another job either with us, or externally.

Calculating your redundancy payment

Our current policy for redundancy payments is applied for both voluntary and compulsory redundancies.

To be entitled to a redundancy payment, an employee must have a minimum of 2 years of continuous service.

Calculate your redundancy pay

Notice period

If redundancy cannot be avoided, employees will be given 12 weeks’ notice.

If an alternative position is found, a trial period of 4 weeks, following notice, is available to test if this is suitable.

Employees can use the redundancy calculator to help them calculate the number of week’s pay they may receive.

During the notice period, employees may access support through the Job Centre Plus Rapid Response Service.

Job Centre Rapid Response Service

The Rapid Response Service (RRS) includes:

  • information, advice and guidance
  • consideration of any non-vocational training required to quickly move a person closer to employment
  • help to assess transferable skills in relation to the local labour market (skills transfer analysis)
  • vocational training to address skills needs
  • other RRS funded support to help overcome barriers to getting a job or starting self-employment

The RRS is delivered by Jobcentre Plus in partnership with a range of organisations which can include careers services, development agencies, HM Revenue and Customs, other local authorities and skills bodies.

This service can support employees up to 13 weeks after the date of redundancy and is managed and provided through the human resources division.

Further information is available about making staff redundant.


Employees in schools who are at risk of redundancy should talk to their designated HR officer or headteacher in the first instance. They will be contacted by the school support HR team and asked to complete a skills audit form.

Relevant policies related to redundancy and redeployment for non-teaching employees and teachers are attached to this page. Please contact the school support HR team for more information.