Employer B had lost a significant contract and identified the need to reduce its workforce as a consequence. They involved us at the outset of the process in terms of determining in which areas of the business the reductions would need to take place and what the potential redundancy costs and consequences would be. This enabled Employer B to identify that some roles were unique but others would involve selecting an employee from a wider pool of employees doing the same or similar roles. We guided Employer B through the consultation process, including helping them with drafting the letters to send to employees at each stage of the process. The process was concluded without any of the employees affected pursuing appeals or claims against Employer B.