Any HR people around, made redundant whilst on furlough, not sure due process has been followed , which is annoying me more than the redundancy

[FinallyFluid]

I would appreciate your advice.

.

Loads of us. But you'd need to post more than you have to get any advice or support.

Me, more info required

How many have been made redundant? Less then 20?

Do you think you have been unfairly selected for redundancy?

Do you think there was another, alternative role you could have been offered instead?

The fact you were on furlough does seem to indicate a lack of work so on the the surface it would seem a genuine redundancy situation.

Small company so less than 20,

I am not bothered by the redundancy per se thankfully it doesn't make a difference financially.

What is annoying me is that the fact that I am not convinced that they have followed due process.

No consultation, just a letter which isn't even complete, tells me what my redundancy pay is but omits the figures for holiday pay.

It also rankles that if I had been asked to attend a meeting in face or by zoom I had already decided when I went back to suggest further reduction in hours so as not to be a cost to the business, I had already five of my twenty hours again not to be a cost to the business.

If they had entered into a consultation period I would have then been there four years and whilst the extra money would have been nice, it feels as though it has been rushed of the business owners desk in order to avoid the matter dropping over into my fourth year.

TIA

Sorry more than 20 employees less than twenty redundancies though I am the only one I am aware of at the moment.

I am shielding and have been told that the owner will clear my desk out and leave it on my doorstep.

FFS I feel like I have been fired for gross misconduct or similar.

There doesn't have to be a consultation if less than 20 employees are being made redundant as long as you have been selected fairly eg it's not because you are pregnant, a woman or a trade union activist.

They may not be able to tell you holiday pay at this stage as that will be calculated by payroll on the day the redundancy takes effect. They might for example ask you to use your remaining holiday between now and then.

Although they should really have contacted you to inform you of the reasons you are being made redundant and to discuss whether there are any alternatives.

We may be making one person redundant and have to consult with them according to our HR advisors. This can be either face to face or zoom or phone and include asking employee for ideas about what else they could do within the business. Then we go away and 'think' then have a second meeting where any new ideas or considerations are raised. After that we are supposed to have a final meeting to let the employee know the decision has been made. In our case, these three 'meetings' will probably take place over 4 days

Sounds like your employers don't have the advisors we do!

Thank you everyone, leaving the frustrations aside, it is the fact that due process has not been followed that is rankling.

This is the letter I want to send.

Dear XX

I am in receipt of you letter dated January 26th.

Can you please confirm that due process has been followed regarding consultation periods as the Government websites and also ACAS.

Yours sincerely

.