For Australian business owners

Most redundancies aren’t lost on the numbers. They’re lost on the order.

A calm, plain-English AI guide that walks you through making a role redundant the right way — coverage, consultation, redeployment, notice and pay — in the sequence that actually holds up.

General information for employers, not legal advice. Fair Work Ombudsman · 13 13 94

Start here.

Tell it where you’re up to. It works out the next right step and keeps you from getting ahead of yourself.

Redundancy guide · step-by-step, in the right order
I'm your redundancy guide. I'll help you work through making a role redundant the right way — the correct order, consultation, redeployment, notice and pay. Tell me where you're up to, or pick a starting point below. (This is for you as the business owner. It's general information, not legal advice.)
Before anything: don’t hand over a termination letter until you’ve consulted. Consulting after the decision is made is the single most common — and most costly — mistake.

The order that matters

Eight steps, in the sequence the law expects. The guide keeps you on this thread.

1

The business case

Write down the real operational reason the role is going — about the job, never the person.

2

Coverage

The award or agreement, your head count, and which system you’re in. These decide what you owe.

3

Selection

Set objective criteria before you look at names — never a reason tied to a protected attribute.

4

Consult — before you decidemost get this wrong

Tell affected staff in writing and genuinely invite their response while the decision is still open. “We’ve decided, here’s your letter” is not consultation.

5

Consider, then look to redeploy

Weigh what they raise, and run a documented search for another role — including work currently done by contractors.

6

Decide

Only now make and record the final decision.

7

Notice and final pay

Give written notice, then pay out notice, redundancy, accrued leave and any long service leave.

8

Close out

A statement of service, and keep the file and your evidence trail.

What this is

  • Built for you, the owner — not a legal bill.
  • Grounded in the Fair Work Act and the National Employment Standards.
  • Keeps you in order, so you don’t consult too late.
  • Plain English, one step at a time.
  • It won’t help dress up a dismissal that isn’t a genuine redundancy.
  • Free, and nothing to install.

Imagine this, connected to your business.

The guide here is a taste. Inside The Everything app, your AI watches the dates, keeps the evidence trail, drafts what you need and stays across the whole business — not just redundancies.

See The Everything app →