Redundancy

We'll always consider every possible alternative first, such as:

• reducing overtime

• freezing recruitment

• asking you to take holidays

• short time working

• lay off

If we can't find a way to avoid redundancy, or if the things we've tried don't work, we'll start a redundancy process based on one of the following reasons:

• the business has ceased trading

• the business has ceased trading in its current location

• the work you carry out has ceased or diminished (or is expected to)

• The work you carry out in the place you carry it out has ceased or diminished (or is expected to)

First we'll notify you of the situation and inform you that your job is "At Risk" of redundancy. then we'll enter into a formal consultation process with you - this may consist of one, two or three formal consultation meetings (at which you have the right to be accompanied by a colleague or trade union official).

If more than one role is involved in the redundancy process, we'll create a selection matrix and discuss and share the criteria with you.

In the extreme circumstance that we have to make 20 or more redundancies in one salon or in our head office location, we're bound by rules that our consultation process must take at least 30 days.

During our consultation process we'll consider alternatives and do our best to redeploy you elsewhere. We may offer you suitable alternative employment - if we do so you are entitled to a 4 week trial period and you need to notify us if you feel the trial period hasn't worked out, if this happens the redundancy consultation process will recommence. Please be aware that if we offer you a suitable alternative and you turn it down, or you end your trial period without a suitable reason, you may make yourself ineligible for redundancy payments.

We'll never make any decision on redundancy until the full consultation process has taken place and we'll always notify you in writing, giving you the right to appeal, if we do make your role redundant.

During the redundancy process, some people have extra protections - this doesn't mean we can't make you redundant, but the protections do mean that:

• we can't select you for redundancy just because you are pregnant, or you are taking/returning from maternity, adoption or shared parental leave

• we have to consult with you when you are pregnant or taking maternity, adoption or shared parental leave, the same as we would with any other team member

• If you're pregnant, on or returning from maternity, adoption or shared parental leave, we must give you first refusal on any suitable alternative roles, where they're available

Protections apply as follow:

Pregnant employees - from the date you inform us you are pregnant and for the full duration of your pregnancy

Maternity leave - for 18 months from the first day of EWC, or from the date of birth if we know it

Adoption leave - for 18 months from the date of the placement

Shared Parental leave (at least 6 weeks continuous leave) - For 18 months from the birth or placement

Shared Parental leave (less than 6 consecutive weeks) - For the duration of the leave

As an alternative to redundancy, where there's a reduction in work or something that impacts the business, we may decide to lay you off.

If we do so, you'll be entitled to receive statutory guaranteed payments (we'll advise you of this at the time as rates change).

Where we offer you alternative work, we expect you to carry it out.

Throughout any period of lay off your employment remains continuous and you need to remain available for work.