AIBU to be a bit pissed at my husbands work....

[stealthelf]

Hi all please tell me if I'm being UR.... and maybe give me some advice..... my husband's work is not great atm. Too many workers, not enough work etc, a neighboring region was told a week and a half ago that they were 'at risk of redundancy' the about two hours after that meeting my husband was rung personally by his boss to re-assure him that his job wasn't at risk. A few days later the redundancies were announced... 3people if that's relevant....so today my husband has been called in to be told that 'someone' who has been made redundant and is in the talent pool has expressed an interest in his position so now he is 'at risk of redundancy' and has been given less than a month's potential notice (15 years service)... I realise the inevitable but just wanted to ask is this ok? Is this ok within uk employment laws? He has a hearing coming up and I want to know we have done everything we could...

I thought the whole point of making someone redundant was because their position didn't exist anymore- not because they had someone else to put into that position?

I thought the whole point of making someone redundant was because their position didn't exist anymore- not because they had someone else to put into that position?

This is shitty. Good luck to you both Elf

I used to work for British Airways in the 80's when there were quite a few redundancies. In my Department one person was told they had to leave and a senior colleague was chosen & obviously he wasn't very happy about it. A family man with a big mortgage. I wanted to take voluntary redundancy as I was planning to start a family within a year or so. I volunteered to take his place and this was accepted, He kept his job and I took the redundancy package. It was done through our union, I think they had a last in, first out policy in those days. I was the last to join my department so I was pleased the way things turned out. Not sure why he was chosen to go, whether his salary was higher, so more savings, or if there were other reasons. I would definitely seek legal advice and/or read up as much as you can on the subject on the internet.
I was made redundant a few years ago as again when a company I worked for went into administration with no notice and owing me a months wages.. I claimed the redundancy pay and notice pay and the lost wages through the Government. It took a while but I got most of what I was owed after about six months.

Confuugled1 mentioned legal insurance - there is usually a free legal helpline with your home insurance and they will give you advice on most legal stuff but you may also have legal expenses cover which you usually pay extra for. This can include cover for disputes with your employer (usually up to £50,000 cover but can be higher) so it might be worth a look if you have it. I didn't have to use it when my employers weren't following the due process but mentioning that I did have the cover certainly helped expedite sorting things out to a satisfactory conclusion (for me anyway!).

What an awful situation to be in, good luck to you both

They definitely can't do this with that short notice. Your dh still has a contract.

What they can do, if there are two similar roles and they have decided to make one redundant, is make both him and this other person go through an interview process to select the best person for the remaining job.

As a pp said it is jobs that are made redundant not people and this cuts both ways. If a company employs a Chief Grocket Wrangler (Western Europe) and a Chief Grocket Wrangler (Eastern Europe) and they decide that sales volumes in Eastern Europe are too low to justify its own CGW then they can make that role redundant but go through a re-interviewing process to decide which employee gets made redundant and which gets to be CGW (Europe). But they have to give proper notice.

How is he getting on op?

Jeez! I really can't believe this practice if bumping. It sounds really shitty. So sorry for you and your DH OP. Please do explore every option and make full use of your union advisor.