Can you be made redundant without consultation?

Can you be made redundant without consultation?

If you do not consult employees in a redundancy situation, any redundancies you make will almost certainly be unfair and you could be taken to an employment tribunal. You must follow ‘collective consultation’ rules if you’re making 20 or more employees redundant within any 90-day period at a single establishment.

Do you have to disclose redundancy?

There is no need to disclose the marks or assessments of the other employees at risk of redundancy. However, it can be helpful to notify employees of the ‘break point’ (the mark they would have had to have got to avoid selection) – particularly if they ask for it.

What is the timeline 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.

What is the correct procedure for redundancy?

Your employer has to follow a fair redundancy process if you’ll have worked for them for at least 2 years by the time your job ends. You should be invited to at least 1 individual meeting with your employer to discuss redundancy. Apart from your individual meeting there isn’t a set process.

What are valid reasons for redundancy?

Valid reasons for redundancy include: New technology or a new system has made your job unnecessary. The job you were hired for no longer exists. The need to cut costs means staff numbers must be reduced.

How much notice do you get for redundancy?

The statutory redundancy notice periods are: at least one week’s notice if employed between one month and 2 years. one week’s notice for each year if employed between 2 and 12 years. 12 weeks’ notice if employed for 12 years or more.

How long should redundancy consultation take?

Length of consultation 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.

Is restructure a redundancy?

This is often called a restructure, but sometimes it strays into redundancy if the requirement for people to do a particular job is eliminated and they cannot do another job instead. If, however, there is a need to employ fewer people to do certain jobs, then this is job redundancy.

Can I ask for redundancy due to ill health?

Can you make someone redundant due to ill health? An employee cannot be made redundant due to ill health, although they can be fairly dismissed on grounds of capability, as long as the employer has acted reasonably in all the circumstances and made any reasonable adjustments within the workplace, wherever possible.

Can I be made redundant if job still exists?

Your employer has to be reasonable when making you redundant. Your employer can make you redundant if they genuinely don’t need you to do your job and your skills are no longer needed. So, if you find out that someone else takes your job just after you’re made redundant, you could have a case for unfair redundancy.

What are the types of redundancy?

The two functions of redundancy are passive redundancy and active redundancy. Both functions prevent performance decline from exceeding specification limits without human intervention using extra capacity. Passive redundancy uses excess capacity to reduce the impact of component failures.