Redundancy

[JenniferAlisonPhilipaSue]

My company are doing voluntary redundancies then compulsory redundancies

I am on annual leave and only found out from a colleague who texted me

The VR application needs to be in before I return

I don't want redundancy but I do worry I am missing important information etc

I am also worried about a lack of adjustments as I'm disabled and require information in a particular way. I can see them forgetting

I am still on probation although my 6 months was up last week. I haven't had it signed off though as my manager said there was "no rush". That doesn't sound fair now does it?

I'm worried about last in first out

My performance is good, my attendance perfect, no sickness and no disciplinary.

I was told my county was a permanent one probation dependent, and I have been given objectives for the coming year so I'm confused now

Am I being tested fairly as I don't think so? What should I be asking or doing? It's not a union environment so that isn't an option

What kind of selection criteria is normally used? It's third sector

Apologies for any typos as I'm visual impaired

Thanks for any help. This has ruined my holiday as I'm so anxious

This may be helpful:
www.acas.org.uk/your-rights-during-redundancy

There's unlikely to be any advantage to you in volunteering for redundancy, so I wouldn't worry about having missed that. The main reason for that bit is that it would be a bit crazy to make people redundant if there are actually other people who were thinking of moving on/retiring, who might actually be quite happy to do that in return for the redundancy pay. They sometimes offer slightly more than statutory redundancy pay to incentivise that, but you're not even entitled to the statutory amount, so I doubt they'd offer you anything.

They have to set up fair procedures for the redundancies, bearing in mind the needs of the company. There's information about that at www.acas.org.uk/manage-staff-redundancies/select-employees-for-redundancy. Last-in-first-out isn't mentioned there - it looks as if there's some debate about whether it is a reasonable way to decide (www.markellaw.co.uk/insights/can-employers-still-use-the-last-in-first-out-criterion-as-a-method-of-redundancy-selection/).

If you miss out on anything because they haven't provided information in the right format for you, you can probably get them on disability discrimination - so they will probably take care that they provide anything you ask for.

Please try to enjoy your holiday. You might get back to discover that enough people have volunteered that the rest of your section are safe. If the worst happens, remember that you have recent experience of obtaining a new job, and an excellent work record.

Thanks for all those useful links, all advice really appreciated

Have you only been in your company for 6 months? If so you it’s likely you won’t even get redundancy, they can just get rid of you if it’s less than two years.

Are you even involved? Perhaps you aren’t aware because it only affects certain people.

I would contact HR and ask what is going on; it’s quite possible that your colleagues have been told not to discuss it so be warned you may be asked who have told you.

It's all staff who are non customer facing, which is what my role falls into. There's about 4000 staff who are non customer facing. It's a big organisation.

You should have been told at the same time as your colleagues then; the process is possibly already legally not acceptable for you.

If you have a mortgage and added insurance to cover payments for redundancy check that it cover voluntary too

I was stung this way (and really had no choice but to take vr)

How long are you off for ? There has to be a consultation period, with specific meetings and take this into account. It is possible you are not eligible to apply for vr. Do you have access to your work email remotely to check for announcements and key dates?

No I do have my work phone with me but I can't access emails. Might be some kind of permission settings when you go abroad.

I don’t think that many companies can delay announcing voluntary redundancies / redundancies until all staff are in the office, so I don’t necessarily think they have done anything wrong so far. But when you are back you should be briefed, receive information in the format you require and otherwise ensure that you are involved in the consultation process.

You say you don’t want redundancy and in any case, I wouldn’t have thought they would offer it to a new employee anyway. But if you are concerned about the deadline for voluntary and want to discuss your eligibility then could you call your manager. But this to me wouldn’t seem like a great idea if you are not interested in voluntary redundancy.

Regarding your probationary period, if you are not told otherwise at six months I would assume you have passed. Note it makes no difference in law, but it does usually impact notice periods, so in view of the current situation you wouldn’t want to be stuck on a probationary period notice period.

I don’t understand your point in objectives or what this is confusing? It is normal to be set objectives, I would have thought shortly after joining.