Principles

4.1 The decision to dismiss by reason of redundancy is the decision of the school’s Governing Body.

4.2 The Governing Body and the Local Authority and, in the case of a Voluntary Aided school, the Diocese seek to ensure, as far as possible, security of employment for employees by careful forward planning. However, it is recognised that from time to time the needs of the school may lead to reduced staffing requirements. The Governing Body, in conjunction with the Local Authority (or an equivalent representative, normally a member of the Human Resources department) and, in the case of a Voluntary Aided school, the Diocese (hereafter referred to as external representatives), in consultation with the relevant Trade Union/Associations, will seek to avoid redundancy by exploring the measures detailed at paragraph 6.1.

4.3  The Headteacher is strongly advised to seek advice at the earliest opportunity and thereafter.  This advice is available from the school’s Human Resources provider and Trade Unions.  In any event, the Governing Body must notify the Local Authority and, in the case of a Voluntary Aided school, the Diocese about the possibility of a staffing reduction. 

4.4 Consultation between the Governing Body/Local Authority and the relevant Trade Unions/Associations must be meaningful and within the statutory timescales (see para 11.3).

4.5 The Policy and Procedure contained within this document is founded on the following principle of not to discriminate against any individual in the application of this policy and procedure on the protected characteristics of age, disability, gender reassignment, marriage and civil partnership, maternity and pregnancy, race, religion or belief, sex, sexual orientation, or other grounds protected in law (e.g. part-time worker status, trade union membership or HIV positive status).