1. Identifying the need for redundancy: The first step in the process is to identify the need for redundancy. This may be due to a variety of reasons such as business closure, reduced workload, or a need to restructure the organization.

2. Consultation with employees: Employers are required to consult with employees who may be affected by the redundancy. This includes informing them of the proposed redundancies and the reasons for them, as well as providing information about any alternatives to redundancy that may be available.

3. Selection process: Where there are more employees than the employer needs to retain, a fair and objective selection process must be used to determine which employees will be made redundant. The selection criteria must be clearly defined and communicated to all affected employees.

4. Redundancy notice: After the selection process has been completed, the employer must provide a written notice of redundancy to each affected employee. This notice must include details of the employee's termination date, the reason for the redundancy, and any entitlements to redundancy pay.

5. Redundancy pay: Employees who have been continuously employed for at least two years are entitled to receive redundancy pay. The amount of redundancy pay will depend on factors such as the employee's length of service, age, and salary.

6. Appeal process: Employees have the right to appeal against their redundancy if they believe that the selection process was unfair or if they believe they have been unfairly selected for redundancy.

7. Support for employees: Employers should provide support for employees who have been made redundant, such as offering outplacement services or providing access to counseling or other support services.

It is important for employers to follow these steps carefully to ensure that the redundancy process is fair and legal. Employers who fail to follow the correct procedures could face legal action from affected employees.