Redundancy and bumping: A guide for employers

When you’re making a role redundant, you might assume the person in that role will be the one to leave (if no alternative role can be found for them). But there’s another option—bumping—which could help keep key talent in your organisation and still be fair in some circumstances.

Here’s a brief guide to explain how ‘bumping’ works in redundancy situations, when to consider it, and how to handle the process fairly.

What is ‘bumping’ in redundancy?

Bumping is when an employee whose role is being made redundant (let’s call them Employee A) is moved into another employee’s role (Employee B)—and Employee B is then made redundant instead.

Even though Employee B’s job isn’t disappearing, their dismissal is still classed as redundancy if it’s to free up the role for someone else (Employee A). In this case, Employee B may still be entitled to a redundancy payment.

When should you consider bumping?

Bumping isn’t always the best option, but it can be a good and fair solution in certain situations. For example:

• The redundant Employee A is more skilled or experienced than Employee B.
• Employee A suggests bumping as an alternative to redundancy.
• There are no suitable vacancies, but there’s another role the employee could reasonably step into if the business wants to keep them.

In Mirab v Mentor Graphics, the Employment Appeal Tribunal ruled that while bumping isn’t always required, failing to consider it can make a redundancy dismissal unfair if it would have been a reasonable option.

How to manage bumping fairly

If you decide bumping might be appropriate, here’s how to manage it:

• Consult with the at-risk employee (Employee A) and ask if they’re willing to take on another role, possibly at a lower level or with different responsibilities. Be clear about what’s available and how it compares to their current job.
• Speak with the other employee (Employee B). If their role might be removed, treat them fairly. Follow your usual redundancy consultation process and consider any suitable alternatives for them too.
• Document everything: Keep detailed records of the process, including discussions, alternatives considered, and how the final decision was made. This will help protect your organisation if there’s a legal challenge.

Is bumping a legal requirement?

No — there’s no legal obligation to always consider bumping. But tribunals expect employers to act reasonably. If bumping is raised or seems like a sensible option, failing to explore it could lead to a finding of unfair dismissal.

Final tips for HR

• Don’t make assumptions about who should go. Sometimes it’s better to retain your most skilled employees, even if their role is disappearing.
• Train line managers to understand bumping and redundancy best practices.
• Always follow a fair, transparent consultation process.

Want help managing your redundancy process?

We can support you during your redundancy consultation processes to make sure you’re legally compliant and treating employees fairly.

Further reading

• Redundancy: your rights: Overview – GOV.UK
• Redundancy is on the rise: 9 essentials for employers – Hunter Law

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