TERMINATION & REDUNDANCY
Termination & redundancy
handled with care and clarity
Practical HR support to help you manage termination and redundancy processes properly, communicate clearly and reduce unnecessary risk.
Trusted by 1100+ organisations
COMMON ENDING EMPLOYMENT CONCERNS
Considering termination?
The process matters
You’re considering termination
You believe employment may need to end, but you want to make sure the process, reasons and documentation are handled properly.
Performance or conduct has escalated
An employee issue has reached the point where termination may be considered and you need guidance on the next steps.
A role may no longer be required
Your business is restructuring, changing or reducing roles and you need to determine whether redundancy may apply.
You’re unsure about consultation
You need to understand whether consultation requirements apply and how to communicate proposed workplace changes with affected employees.
Notice and final pay are unclear
You’re unsure what notice, redundancy pay, accrued leave or other final entitlements may need to be paid.
How we can help
Support through
difficult employment decisions
Support 01
Assess the situation before acting
We help you work through the circumstances, relevant employment history and workplace requirements before deciding on the next step.
support 02
Plan the termination process
We can guide you through the process, including preparation, communication, documentation and the practical steps involved in ending employment.
Support 03
Manage redundancy processes
We help determine whether a role may genuinely be redundant and support you through consultation, redeployment considerations and implementation.
Support 04
Work through notice and entitlements
You need to understand whether consultation requirements apply and how to communicate proposed workplace changes with affected employees.
support 05
Prepare clear documentation
You’re unsure what notice, redundancy pay, accrued leave or other final entitlements may need to be paid.
Support 06
Prepare for difficult conversations
We help managers plan what to say, how to communicate the decision respectfully and how to manage questions or reactions during the meeting.
Why HR Dynamics
HR Support that works around your workplace
We take a practical, down-to-earth approach and give you advice you can put into action.
Real people, not a call centre
One-off or ongoing support
Advice tailored to your situation
Australia-wide support
FAQ
Questions we get asked most
Still have a question?
Not sure what type of HR help you need? Give us a call and tell us what's happening. We'll talk you through your options and help you understand the best next step.
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What is the difference between termination and redundancy?
Termination is the ending of an employee’s employment and can occur for a range of reasons. Redundancy is more specific: it occurs when the employer no longer needs the employee’s job to be performed by anyone, including because of restructuring, reduced work, closure or other business changes.
What makes a redundancy genuine?
A redundancy is generally genuine where the employee’s job is no longer required because of operational changes, applicable consultation requirements have been followed, and there was no reasonable opportunity to redeploy the employee within the business or an associated entity.
Do employers have to consult employees before making a role redundant?
Consultation requirements can apply under a Modern Award or enterprise agreement when major workplace changes are proposed. Employers should check the instrument that applies and follow any required consultation process before implementing the redundancy.
Does every employee receive redundancy pay?
No. Eligibility depends on factors including the employee’s length of continuous service, the size of the employer and any applicable Award or enterprise agreement. Under the National Employment Standards, many employees need at least 12 months’ continuous service and generally must work for an employer with at least 15 employees to receive NES redundancy pay.
How much notice does an employer need to give when terminating employment?
Minimum notice requirements depend on the employee’s length of service and circumstances. Employers may allow the employee to work the notice period or, where permitted, make payment in lieu of notice. Written notice of the termination date is generally required.
What should be included in an employee’s final pay?
Final pay generally includes outstanding wages and unused annual leave, and may also include payment in lieu of notice, redundancy pay and applicable long service leave. The timing and other requirements can also depend on the employee’s Award, enterprise agreement and circumstances.
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The next step is simple
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