"At risk of redundancy"(27 Posts)
I have just been advised that I am 'at risk of Redundancy' by Human Resources.
They've said that following my meeting tomorrow there will be a two week consultation period.
Is this just a nice way to give me notice that this will certainly happen or could I possibly be deployed elsewhere?
What sort of questions should I have to hand?
It means you are at risk - not certain. How many people do the same job as you? Normally they will reduce the number of posts from say 4 to 2, rather than get rid of all 4.
Thanks for such a prompt reply smu06set. I'm actually the only permanent staff member in my team, the rest being contractors and all based in the US. They've said that the job could be absorbed in the US too.
Hmm, sounds like the need for a UK base is redundant then? In which case yes you would be made redundant. How long have you worked for them?
coming up to 10 years in July. What sort of questions or how should I negotiate the package?
2 week consultancy notice seems too little a time. Are there and vacancies in your company that you are interested in. It looks like you're going to be made redundant.
You need to ask them the process and read up on the governments website. You are entitle to statutory redundancy payment, they may offer you an enhanced redundancy package and the first 30k is tax free. It all depends on how long you have been there.
A good package is 2 to 4 weeks pay for every year you have worked plus notice and any bonus you are entitled to too pro rata.
Ask or the reason they have chosen you
What criteria have they used to selection
Ask if there us any alternative employment within the organization that is suitable
As a lone team member in one location you are fairly vulnerable and that alone is reasonable criteria.
Statutory redundancy is not particular generous if that is only what is on offer.
Work what you'd get on statutory and go for a decent chunk more for voluntary!
ACAS recommendations on the redundancy process is here - it's an easy read and Page 13 is relevant to you as it gives guidelines on consultation periods.
They don't have to run a formal consultation period if it is only you being made redundant, but they should outline why they are having to cut your job and how they will calculate your settlement etc.
Hope this helps you and hopefully they will give you support. Make sure you get a good reference!
Two weeks should be more than enough consultation in these circumstances. There's only so much consulting an employee can do with only one person being affected, and as long as you are given the opportunity to ask questions, make alternative suggestions and put forward anything you wish to be taken into account before a final decision is made, there's no value in dragging what is already a stressful process out longer than necessary.
An employer can do, not an employee, stupid autocorrect
Looks like statutory alone I would only be entitled to £4,700.
Does anyone know what happens to Childcare vouchers which have accumulated in the scheme? Does that get paid out as I have close to £7000 in the account.
Not sure how you have any leverage to negotiate? If they choose to offer more than statutory, great, but I can't see any basis to negotiate this if they don't offer it. You don't need to 'volunteer' for redundancy, that wouldn't help them, as you are the only one involved. Volunteers are helpful sometimes if it might avoid the employer having to go through a selection process and make compulsory redundancies.
In terms of whether you might be redeployed, well, I would expect you to have an inkling about whether that would be a possibility - you say you are the only member of your team in the UK - are there other teams based in the UK which you could be deployed to? Do they have vacancies?
Childcare vouchers you wouldn't lose because your employment is ending, that's an awful lot to have accumulated. Some providers put expiry dates on vouchers I believe, so check that, and check with the provider/the terms and conditions of the scheme to find out what happens when you leave employment.
The only thing it seems like you could negotiate over is whether they'd offer a transfer overseas instead of redundancy. Obviously they don't have to, but if you'd be interested it would be worth asking.
To add to Flowery my childcare provider states vouchers with them have a 12 month expiry.
Good luck OP lots of great advice here
Thanks, for all the great advice. Meeting was awkward. Nothing was explained even when I asked; manager just kept on repeating that job was at risk and will be absorbed into NY.
HR gave me figures verbally and gave me the spiel about what happens next.
Next up for me is to go through my contract and speak to a solicitor
What's the nature of your concern leading you to seek advice from a solicitor OP? Do you feel the redundancy is not genuine?
If company is making you redundant they have to put this in writing letter or email with trems and conditions, dates, payment, holiday pay etc
DO NOT VOLUNTEER
Ask for redeployment into another role if possible
If you are in UK once unemployed you can apply for JSA or Universal credit from the date that you have no job, cannot be back dated so apply asap
Use the contacts that you have built up in your current role to try to get another job quickly, especially with people who know you
Use Linked In
Use your time at work to rewrite your CV and they have to let you have time off work to go to interviews
2 weeks notice seems very short, I would query this unless they are going to pay you not to be in the office eg "garden leave" or PILON
Escap33333 would I be eligible for UC or JSA if I get the payout plus savings?
I am in a similar position. But my outcome is dragging on and uncertain.
If you are made redundant I would go to Inspira they advise adults innrefundancy situations and are really helpful re: updating CV's, job searching etc etc. The lady I saw was absolutely brilliant.
Echo what flowery said about expiry dates on vouchers, I had a few hundred saved when I was made redundant, but after I left I didn't need any childcare for a while and there was no easy way to transfer back from childcare vouchers to tax deducted pay. Eventually they expired.
If you will use them it's ok they will remain in your childcare voucher providers account until they expire, but if you think you'll need/want the cash consider requesting them to be returned well before you leave.
Luckily my childcare vouchers do not expiry and I can leave them till my DC are 15 so I will just leave them there I think. Unless this payout is dire, then I may request for it to be transferred back as pay
I hate to say it, but I think if you work for a big company, then it means you are going to be made redundant. If they are making more than a certain number of people redundant then they are legally obliged to go through this consultation process. If they don't, they have to pay compensation for not having done so, so they go through the motions.
Sorry to hear that. It's a miserable thing to happen, but it can lead to something new and better that you wouldn't have found otherwise, so here's to you and your future.
So, i've joined the 'at risk club' today.
They are reducing headcount so there will be a competitive interview process to apply for the jobs that will remain under the proposed structure.
My instinct is to take the redundancy but Escap33333 why do you say DO NOT VOLUNTEER? I want to, but don't understand why I shouldn't? What if my colleague volunteers to go before me - will they let us both take redundancy when they expect to keep one of us?
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