# EXAMPLE: ENHANCED REDUNDANCY POLICY
Date: 29 March 2028
Parties: Northmere Foods Limited and eligible employees
## 1. Purpose
Northmere uses this policy where a genuine reduction in work, closure or reorganisation may make roles redundant. It does not guarantee redundancy or override the Employment Rights Act 1996, collective consultation duties or an employee's contract.
## 2. Scope
Managers identify the business reason, affected pool and alternatives before proposing a role for redundancy. Consultation is meaningful and individual; representatives are consulted where collective consultation law applies.
## 3. Responsibilities
Selection uses recorded criteria relevant to the role, including skills, attendance adjusted for disability or family leave, performance evidence and length of service. Scores are checked for indirect discrimination and shared with the employee.
## 4. Policy-specific rules
Northmere seeks suitable vacancies, retraining, reduced hours and voluntary redundancy. A suitable alternative is assessed by duties, pay, location and status; a statutory trial period is offered where required.
## 5. Reporting
A qualifying employee receives statutory redundancy pay plus an enhanced payment of one week's gross pay for each complete year of service, capped at 20 years and £1,200 per week. Contractual pay, holiday and notice are calculated separately.
## 6. Process
The proposal, calculation and termination date are confirmed in writing. An employee may appeal within five working days, be accompanied and challenge a factual score; an independent director gives a written outcome before termination where practicable.
## 7. Review and approval
The People Director reviews use of the policy after each exercise, reports equality and cost data to the board and consults representatives before amendment. Nothing prevents a protected disclosure, discrimination claim or request for reasonable adjustment.