Redundancy situations are never easy, but they can feel particularly uncomfortable when the selection pool contains only one person.
Many employers worry that a pool of one automatically means the decision will be unfair or legally risky. Others assume that because only one role is affected, the process can be simplified or rushed.
In reality, redundancy in a pool of one can be perfectly fair and lawful, but only if it is handled properly.
What a pool of one means
A redundancy pool of one will usually arise where a specific role is no longer required, only one person carries out that role, and the work itself is disappearing or significantly reducing.
That can happen in situations such as the removal of a standalone role, a reduction in senior or specialist positions, or a restructuring where responsibilities are being redistributed.
The key point is that the role, not the person, is at risk.
A pool of one can still be a genuine redundancy
One of the biggest misconceptions is that redundancy cannot apply where only one person is affected.
That is not the case. If the business can show a genuine redundancy situation, such as a reduced requirement for employees to carry out work of a particular kind, a pool of one may be entirely appropriate. ACAS guidance also makes clear that where a whole role or specific group of roles is affected, an employer may already have a list of roles believed to be at risk, and the fairness question then becomes whether the pool and process are reasonable.
What matters is how that conclusion is reached and evidenced.
Problems tend to arise where employers start with the individual rather than the role, fail to document the rationale for the pool, or skip consultation because the outcome feels inevitable.
Those missteps create risk even where the business reasons themselves are sound.
Why process still matters
Even in a pool of one, redundancy is not a foregone conclusion.
The purpose of consultation is still to explain the business rationale, explore alternatives, allow the individual to raise questions or suggestions, and show that the decision has not already been made. GOV.UK and ACAS both make clear that employees should be consulted about why redundancy is proposed and any alternatives, and that consultation must be genuine and meaningful.
Where consultation is rushed or treated as a formality, employers expose themselves to claims that the process was unfair or that the decision had already been made.
What a fair pool of one process looks like
Each situation will be different, but a defensible pool of one process usually includes the same core elements.
There should be a clear business rationale. Before any conversation takes place, the organisation should be able to explain why the role is no longer required. That explanation should focus on changes in workload, structure or business need, not the individual’s performance or behaviour.
There should also be a documented rationale for the pool. Employers should be able to show why the pool has been limited to one role and why it would not be reasonable to widen it. This is especially important where other roles may appear similar on the surface. ACAS guidance says employers should include in each redundancy pool all roles that are the same or similar, and should also consider roles with similar skills where appropriate.
Meaningful consultation still matters. The individual should be placed at risk and invited to consultation meetings where they can comment on the proposal, suggest alternatives and understand the process being followed. ACAS guidance says employers should meet each affected employee in private at least once and should be able to show that they have genuinely considered any suggestions or points raised.
Alternatives should also be considered properly. Even in a pool of one, employers are expected to consider suitable alternative employment where it is available. ACAS confirms that suitable alternative employment must still be considered, and that employees may have a statutory trial period where an alternative role is offered.
Finally, communication needs to be fair and respectful. Clear, calm and honest communication reduces the risk of grievances and helps maintain trust, whatever the eventual outcome.
Where employers commonly go wrong
Pool of one redundancies often start to unravel because the decision is presented as final at the first meeting, consultation is too short or purely procedural, the rationale for the pool is not clearly explained, alternatives are not genuinely explored, or documentation is inconsistent or incomplete.
In many cases, those issues could have been avoided with clearer planning and earlier advice.
The risk of treating it casually
Because only one role is affected, employers sometimes underestimate how closely a pool of one redundancy can be scrutinised.
If challenged, an employer may need to show that the redundancy was genuine, the pool was reasonable, consultation was meaningful and alternatives were properly considered. ACAS and GOV.UK guidance both make clear that even where fewer than 20 redundancies are proposed, a failure to consult properly can still lead to unfair dismissal claims.
Failing to do that can lead to grievances, appeals or unfair dismissal claims, even where the underlying business decision was legitimate.
When to pause and get support
Pool of one situations often benefit from early HR input, particularly where the role is senior or specialist, responsibilities overlap with others, the individual has long service, the situation is sensitive or settlement discussions may follow.
Getting the structure and messaging right from the outset can significantly reduce risk and stress for everyone involved.
Support with the process
In practice, employers often need support with assessing whether a pool of one is appropriate, documenting the business rationale, planning consultation meetings, considering redeployment options and preparing clear documentation that will stand up if the process is later challenged.
The aim should always be to keep the process practical, proportionate and fair, while making sure the business decision is properly supported.
Support with the process
A pool of one redundancy does not have to be contentious, but it does need to be handled carefully.
When employers take the time to plan properly, consult meaningfully and communicate clearly, these situations can be managed with fairness, dignity and confidence.
If you are facing a potential redundancy and are not sure how best to approach it, early advice can make all the difference. Shrewd HR can help you structure the process properly, reduce risk and make sure the rationale, consultation and documentation all stand up to scrutiny. Get in touch
