Redundancy Sprint: Tailored Templates + Expert Walk-Through

About This Service

With the small business redundancy process, get the consultation wrong, get the selection criteria wrong, get the redeployment conversation wrong, and the “redundancy” stops being genuine. That’s when it becomes an unfair dismissal.

The Redundancy Sprint gives you the full Fresh HR Insights Redundancy Pack — the letters, the consultation timetable, the selection matrix, the meeting templates — and 45 minutes with Paulette to tailor it to your business and walk through how to actually run the process. Small business redundancy process all in one place delivered by one person.

What you get:

• A 45-minute Zoom consultation.
• Tailored versions of: Risk-of-Redundancy letter, Further Consultation Meeting letter, Notice of Redundancy letter.
• A populated Redundancy Selection Matrix for your situation.
• A consultation timetable tailored to your headcount.
• Confirmation of whether the small business redundancy pay exemption (under 15 employees) applies to you.
• A walk-through of the section 120 Fair Work Act exemption if cashflow is part of the picture.
• A $895 credit toward your first month if you decide you need ongoing support.

FAQ — Redundancy Sprint

1. How do I know if this is actually a genuine redundancy, or if I’m risking an unfair dismissal claim?

A redundancy is genuine under section 389 of the Fair Work Act when three things are true: the employer no longer requires the role to be performed by anyone (not just by that person), consultation obligations under the applicable award or agreement have been complied with, and redeployment to another role in the business or any associated entity has been genuinely considered. If any of those three is missing, the redundancy isn’t genuine, and what you thought was a redundancy becomes an unfair dismissal. The Redundancy Sprint walks you through all three tests on the call, and your written Risk Assessment tells you honestly where you stand on each one before you do anything.

2. How fast can the Redundancy Sprint be delivered?

The consultation is usually scheduled within 3 to 5 business days of your booking. Your tailored pack — letters, selection matrix, consultation timetable and written Risk Assessment — is delivered within 3 business days of the call. From booking to “ready to start the consultation process” is typically 7 to 10 business days. If you’re under immediate financial pressure and need to move faster, tell us when you book — we’ll do what we can. We do ask that you don’t try to compress the process itself, because the consultation step has minimum timing requirements built into most awards and rushing it is the fastest way to lose the “genuine redundancy” defence.

3. Does the Redundancy Sprint cover making multiple people redundant, or just one?

It covers a redundancy process, whether that’s one role or several. The Sprint is built around the process — consultation, selection, redeployment, notice, pay — not around a single conversation. If you’re making 1 to 5 people redundant in a single restructure event, the Sprint is the right product. If you’re restructuring 10 or more positions, or you’re closing a site, or you’re navigating a major workforce change across multiple locations, you’ll be better served by a monthly support package where we can stay in the process with you across multiple weeks. We’ll talk you through the right fit on the call if it turns out the Sprint isn’t enough.

4. Do I have to pay redundancy pay? I’m a small business.

Section 121 of the Fair Work Act exempts small business employers (fewer than 15 employees, counted as headcount across all your associated entities — not full-time equivalents) from paying redundancy pay under the National Employment Standards. The Sprint includes written confirmation of whether the exemption applies to you. Important: even if it does, all the other redundancy obligations still apply — the role still has to be genuinely redundant, you still have to consult, you still have to consider redeployment, and you still have to provide notice or payment in lieu. The exemption is from the pay, not from the process. If you’re above 15 employees but the redundancy is being driven by cashflow pressure, we’ll also walk you through whether a section 120 application to the Fair Work Commission to reduce your redundancy pay obligation is worth pursuing.

5. What if I’m not sure whether this is really a redundancy, or whether it’s actually a performance issue?

Honestly, this is one of the most useful conversations the Sprint enables — and one of the most common. If a role is genuinely no longer needed (the work has gone, the function has changed, the business has restructured), it’s a redundancy and we’ll run that process. If the work is still there but you want a particular person out of it, that’s a termination, not a redundancy — and trying to dress up a termination as a redundancy is one of the fastest ways to lose at the Fair Work Commission. We’d much rather have an honest conversation with you upfront and recommend the right product — Termination Sprint, a monthly package, or sometimes a negotiated exit — than help you start the wrong process. You can tell us your real situation on the intake form; you won’t be judged, and the recommendation will be honest.

Not sure if this is the right product?

• If you’re terminating one employee for performance or conduct → Termination Sprint
• If you’re managing ongoing HR across the year → monthly support package
• If you just want to read up first → free Redundancy Resource Pack

Ready to Get Started?