Redundancy - how much info on the restructure to expect?

[Chewbecca]

My team and I are currently At Risk of redundancy, though we know it is a foregone conclusion that we will be put on notice periods when the consultation period ends.

My query is about the lack of info on the restructure. We have been given vague murmurs about roles moving offshore but those roles haven’t started being hired yet so there will be no overlap. A small amount of the work could stop but most will need to be handed over and continued by someone. I am thinking from a handover perspective but mainly from a legality perspective so I think my real question is - is it okay to make people redundant due to a restructure but not actually provide details of the restructure?

You need to speak to ACAS as redundancy is normally when jobs cease to exist, but can be because they are moved to a different location.

www.acas.org.uk/your-rights-during-redundancy

For the consultation to be fair and genuine, you need to be informed of any job vacancies so that you can apply at the point that you are made redundant. However if there aren’t any vacancies and everything is being outsourced or moved off shore, then there wouldn’t be any suitable vacancies for you to apply for.

The business case for restructure, and the format, should really be put to you though. It’s meant to be a two way consultation so how can you comment on it if you aren’t presented with the facts? They need to inform you how the roles for redundancy have been selected so IMO that would fall squarely into the category of a restructure document!

Thanks both.

I do think they have missed giving us the full story on the why. No documentation on the restructure has been provided. We had a 121 meeting with the head of the area who read out a std letter advising At Risk and laying out timelines. Most discussion was then focussed on support and helping the team secure new roles.

The ACAS link is good & I learned something but there is little info on what MUST happen during the consultation period.

There are other vacancies in the organisation (very large) but none relating to our work.

Have you actually called ACAS? This would be my first step

And contact your union if you're in one

I have not called ACAS, but will tomorrow. It's just been sinking in so far.

No union representation, only for junior grade employees. There is a sort of in house type union, can't remember what it is called.

Have you got any more scheduled consultation meetings? If so, they may still provide complete restructure information to consult on, I suppose? They don’t need to do it at the “at risk” stage, only during the formal consultation, just so you are aware!

Nothing more scheduled, just business as usual meetings.

Is the 'at Risk' stage not the 'formal consultation'? At the end of this stage (1m), they will conclude the roles are gone & we will be given notice (3m).

You should really read the on line publications from ACAS before you ring anyone. There is employment laws surrounding redundancy but it varies depending on size of organisation. A company can, of course, close a department but surely what you want are the details of jobs you and your colleagues could get within the organisation. Employees have transferable skills so I would want to know if jobs will be ring fenced. If you want redundancy, check your entitlement to pay, notice etc.

I've read a lot!

All roles are advertised on an intranet and support is linked to (some sort of external advice service).

I know my notice period and consultation manager is obtaining (enhanced) severance pay calculations.

My query is all about the fact I know no detail on the 'organisational changes' that have led to the action and that's the bit I am uncomfortable with.

If under 20 might be made redundant I’m not sure they have to tell you exactly why they are changing staffing. Other than they are reorganising. Above 20 there should be a written statement as to why change is needed. Saving money seems likely doesn’t it??