Redundancy and Redeployment under the Equality Act 2010
This resource explains the UK laws governing disability discrimination in the context of redundancy and redeployment.
Selection criteria for redundancy – Ensuring procedures are fair and non-discriminatory
Your selection criteria must be objective, and these should be agreed with the representatives of your employees.Â
Redundancy – Consultations and appeals
Consulting employees affected by redundancy is always good practice and is a requirement if 20 or more employees are affected. 
Managing employees who remain after redundancies have been made
Employers should consider and manage the effects of redundancies on employees who remain in their organisation.Â
Frequently asked questions about redundancy and redeployment
We answer some of the most common questions employers have about redundancy and redeployment.
Technology For Life: what it means and why we need it
Technology For Life is a new concept which would see disabled people given access to assistive technology throughout their lives.
I don’t think I have any disabled people working for me
You may be surprised to find that, in fact, you probably do. 24 per cent of the UK’s population – 16 million people – have a disability.
Recording and reviewing adjustments – Tailored Adjustment Plans and Passports
Managers should keep a record of adjustments and review them regularly – often known as “passports”. Download our template Tailored Adjustments Plan.
Signs that a disability might be having an impact in the workplace
An employee may be struggling at work because of a disability. Managers should know how to spot the signs and start the conversation.
Types of adjustments and adjustment processes
Managers must know how to identify and implement the right adjustments.
What are barriers and adjustments?
Disabled members of your team may face barriers when doing their job. Adjustments remove or reduce these barriers.
What is reasonable?
UK law says employers have to make ‘reasonable’ adjustments. Managers can use this guidance to assess whether an adjustment is ‘reasonable.’