What redundancy questions should I ask?

What redundancy questions should I ask?

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?

How do I prepare for a redundancy consultation?

6. You (the employee) should:

  1. Ask your employer to clarify the aim and objectives of the consultation exercise.
  2. Work through your pre-prepared questions.
  3. Discuss your preferences.
  4. Confirm that your views or preferences at this stage are non-binding (without prejudice) for example, a request for a redundancy quotation.

How long should redundancy consultation last?

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.

How long should a redundancy consultation last?

What are the steps in redundancy?

  1. Step 1 – Be clear on your reasons.
  2. Step 2 – Determine which roles will be placed at risk of redundancy.
  3. Step 3 – Let people know their post is at risk of redundancy.
  4. Step 4 – Draw up a selection criteria.
  5. Step 5 – First individual consultation meeting.
  6. Step 6 – Selection criteria scoring (if applicable)

What is the law relating to redundancy?

According to the Employment Rights Act 1996, an employee is dismissed by reason of redundancy if the dismissal is wholly or mainly attributable to the fact that: the needs of the business for employees to carry out work of a particular kind cease or diminish; or. …

What is a reasonable consultation period for redundancy?

Does consultation always end in redundancy?

Consultation does not always end in redundancy and in many cases employers will place more staff than is necessary in consolation so they can be seen to be taking a fair and responsible approach to redundancies.

What are the conditions of redundancy?

You’ll get statutory redundancy pay if you: have been employed by your employer for 2 years continuously. have lost your job because there was a genuine need to make redundancies in your workplace. are a particular kind of worker called an ’employee’ – this includes part-time employees.

What is the aim of redundancy law?

Key points. The law is designed to ensure that employees being considered for redundancy are selected in a fair and objective manner. You should be consulted by your employer if they are considering exploring making employees redundant. You will be entitled to redundancy payments.

Can you recruit during redundancy?

There is no duty on employers to offer employment to an employee who was made redundant from a position to which they are recruiting. However, a dismissal can be a fair dismissal for redundancy, even when it becomes necessary to recruit to that position soon after the redundancy.