The problem
Falling revenue meant two roles had to go. The owner had never run a redundancy and was one badly worded conversation away from turning a difficult situation into an unfair dismissal claim.
What I did
I designed a fair selection process, drafted every letter and script, sat alongside the owner in the consultation meetings, and made sure notice, pay and appeal rights were handled exactly right.
The outcome
Both exits completed with dignity and without dispute. The remaining team saw the process was fair, which mattered as much for morale as for legal protection.