The Business Case for Change: Redundancy Support
Implementing Redundancies? Ensuring you are fully compliant with employment legislation is the first step.
Contact a member of our team to discuss your redundancy support needs.
Redundancies are one of the most sensitive and legally complex areas of HR. Mistakes can lead to costly third -party interventions and reputational damage.
The Adare Process
With each consultancy project, we work through a structured approach which we call: Discover – Develop – Deliver.
This approach allows us to clearly understand your ambitions, ensure that we tailor our solution specifically to your organisation and then deliver the project on time, on budget and meeting the agreed goals.
We review all relevant documentation, including the business case for change, organisational structure (as-is and to-be), relevant policies and procedures, contracts of employment, collective agreements (if any), all of which are required to inform understanding and plan for the process.
We design and develop a strategic plan for change complimented by a general announcement, at risk scripts, meeting scripts, communications plan, notification letters, employee representative selection, FAQs, risk register as well as identifying and developing selection process required during the process.
This work involves rolling out of documentation and on-site support throughout the process, including: consultation with stakeholders in relation to implementation of process, providing relevant advice and tactical support in line with employment legislation and HR best practice, attending and supporting on site consultations occurring in the redundancy process right up to formal notice or appeal stage, if required and appropriate.
Contact Us for legally compliant end-to-end HR support
Case Study: Collective Redundancy at manufacturing company
Company Overview
Industry: Manufacturing
Location: Dublin, Ireland
Employees: 220
1. Ministerial Notification & Planning
Formal notification was submitted outlining affected roles, timeframes, and rationale. Legal timelines for consultation were mapped and communicated.
2. Employee Representation & Consultation
Engaged with elected employee representatives (non-union roles) and the Union were engaged for a minimum 30-day consultation period. The rationale, alternatives explored, and severance package options were presented.
3. Selection Criteria Conflict
Management proposed a performance-weighted matrix. The union demanded traditional “last in, first out” (LIFO). After WRC-conciliated talks, a hybrid model was agreed:
- 50% weighting to tenure
- 50% to documented appraisals from the last 2 years
Monitoring and Adjustment
- Weekly consultation meetings with Union and employee representatives
- Daily communications on FAQs and process updates
- HR audit of selection scoring to validate fairness and consistency
Adjustments included
- Extended timelines for at-risk staff to apply for internal vacancies
- Increased investment in outplacement services for impacted employees
Outcome
- 38 redundancies completed without any WRC claims
- Two employees successfully redeployed internally
- Staff exit interviews showed 87% felt the process was “fair or very fair”
- Reputation with the Union improved due to transparency and flexibility
Value and Impact
- €1.2m in cost savings over 12 months
- Process alignment with legal requirements avoided regulatory scrutiny
- No productivity loss or disruption during the transition
- Strengthened management-union trust for future negotiations
Collective redundancies in Ireland require more than compliance, they demand early planning, structured consultation, and genuine engagement. This case demonstrates the importance of a genuine business case, procedurally fair consultation, and clear documentation throughout the process. By adapting to feedback, balancing legal risk with employee wellbeing, and involving the conciliation services of the WRC, the company avoided legal action and built long-term organisational resilience.
Need to implement redundancies? Don’t risk doing it alone.