If you have an employee performing a role on a part time basis but requirements have now changed, and you need the role on a full time basis.

• How do you approach this? 
• Is there a process you should adopt? 
• What if they don’t want to do the role on a full time basis?

It can be difficult to navigate, especially if you know the potential impact of the change for the employee, so to ensure that you get the best outcome for the business and the employee you need to consult with the employee regarding the changes.

In this situation you will be consulting about the changes to the role and that their role could be at risk of redundancy. 

This is because the part time role will no longer exist. There is a significant change to the role and therefore you need to follow a redundancy consultation process. The consultation meetings need to be meaningful, so you need to explore all available options to avoid the redundancy, such as, offering any other alterative roles and considering suggestions from the employee. Once you have held the meetings and you are unable to find a solution to avoid the redundancy your conclusion would be that the employee cannot fulfil the full time role and the role will become redundant, and you will be able to dismiss on the grounds of redundancy. The employee with be entitled to notice and statutory redundancy payment depending on their service and age.

If you have more questions about redundancy, or the above seems daunting then reach out on 01905 900080, and I can take that load off you, providing all the meeting guides and follow up letters for each stage of the process. I offer a redundancy package that you can purchase for a fixed fee.