What should I ask at redundancy consultation UK?
Redundancy Procedure
- Is This A Genuine Redundancy Situation?
- How Has The Pool Of “At Risk” Employees Been Identified?
- Is The Process Of Selection Fair?
- Have You Been Fairly Selected For Redundancy?
- Has Your Employer Considered Alternatives To Redundancy?
What do you say in a redundancy consultation?
During consultation, you should discuss:
- the changes that are needed, what you plan to do, and why.
- ways to avoid or make fewer redundancies.
- the skills and experience needed for the future.
- the criteria for selecting employees for redundancy.
- any concerns employees may have.
What questions should I ask in redundancy consultation?
Questions to ask at redundancy consultation meeting
- What are the aims and objectives of the consultation exercise?
- What is the rationale of the proposed changes?
- Are there any proposed alternative positions available, and if so, are there job descriptions available?
Can I talk about my redundancy?
There is no legal obligation upon you to keep your redundancy secret, it is just something that your employer has asked you to do. Of course, if you are definitely being made redundant then it does not matter if you talk about it – the worst that could happen is that you could be dismissed.
How do I negotiate a redundancy package?
Negotiate a higher redundancy payout – 10 top tips
- Set out your objectives.
- Check your contract of employment.
- Check your employer’s redundancy policies.
- Decide your negotiating strategy.
- (Almost) always seek to negotiate the financial values.
- Be clear and polite when negotiating.
- Take good notes of meetings.
- Do your research.
Can I refuse to attend a redundancy consultation meeting?
An employee may refuse to attend due to an alleged shortcoming in the consultation process. If so, you may need to consider addressing that allegation and then inviting the employee to a rearranged meeting.
Can you take a solicitor to a redundancy meeting?
If they attempt to bring a solicitor or an HR consultant, then yes: absolutely, you can object. But if they bring a work colleague or a TU rep to the redundancy meeting, then no: absolutely not.
What is a reasonable consultation period for redundancy?
There’s no time limit for how long the period of consultation should be, but the minimum is: 20 to 99 redundancies – the consultation must start at least 30 days before any dismissals take effect. 100 or more redundancies – the consultation must start at least 45 days before any dismissals take effect.
Can you negotiate your redundancy package?
Be clear and polite when negotiating the redundancy payout This is often an over-looked requirement: be firm in your negotiating stance, but be polite and clear when dealing with the other side (whether it’s you dealing directly with the other side, or your solicitor communicating your instructions).
What happens at first redundancy consultation meeting?
The consultation is a chance for your employer to talk about the changes they’re planning and why you’re at risk of redundancy. You can ask them questions and make suggestions on how redundancies could be reduced or avoided altogether. You could discuss: ways to avoid or reduce redundancies.
Can I dispute redundancy?
How to appeal. You should talk to your employer first and check if they have an appeals process you can follow. Even if there’s no appeals process, you can still write to your employer with the reasons you think the redundancy is unfair. You can also raise a formal grievance.
What is a sham redundancy?
What is a sham redundancy? The first thing to ask when questioning a redundancy dismissal is whether there was a genuine redundancy situation in the first place. Sometimes businesses use redundancy as an excuse to hide unfair or discriminatory motives. That’s called a sham redundancy.
What are the legal requirements for a redundancy consultation?
Redundancy Consultation and Legal requirements imposed on employers When carrying out a redundancy exercise employers must undertake practical and procedural steps to limit their potential liability. If the employer is thinking about making redundancies, they should follow a proper dismissal procedure before they can dismiss anyone.
How can our specialist redundancy solicitors help?
Our specialist redundancy solicitors can help if you believe your employer has not followed the correct redundancy procedure (including rules on transferred redundancy or redundancy bumping) or if you believe redundancy is not the real reason for dismissal or you have been unfairly selected for redundancy.
What does redundancy mean in the UK?
In UK employment law there are two different meanings for redundancy. One where employers must first establish the entitlement to redundancy payments and one which gives employees the right to be consulted, both these topics will be discussed in the course of this essay.
What are my rights if I’m being made redundant?
You’re entitled to a consultation with your employer if you’re being made redundant. This involves speaking to them about: If your employer is making up to 19 redundancies, there are no rules about how they should carry out the consultation. If they’re making 20 or more redundancies at the same time, the collective redundancy rules apply.