Restructure with confidence, and keep redundancies genuine

Under the Fair Work Act, a redundancy is only "genuine" if three things are true:

1. The job is no longer needed because of changes in how the business operates.
2. You followed the consultation requirements in the employee's award or enterprise agreement.
3. Redeploying the employee within the business, or an associated entity, wasn't reasonable.

Miss any one of those, and the employee may be able to bring an unfair dismissal claim, even if the business reason is sound.

• Plan the change: the business case, the roles affected and the selection criteria, if needed.
• Consultation: the notices, meetings and timelines your award or agreement requires.
• Redeployment: checking and documenting alternative roles properly.
• Entitlements: notice, redundancy pay under the National Employment Standards, and final pay.
• Communication: scripts and letters for the people affected and the team that stays.