Redundancy, stay or go?

[Jenna36work]

Work are currently looking at making “some” staff redundant, I’ve never been in this situation before, so not sure how it all works.

i enjoy my job and it’s very convenient for school times etc.

Would you start looking for another job now- when you might not even be effected by redundancy, or wait until it’s confirmed?
(then what sort of notice period would be given? )

If would be wise to look at the job market related to your current job, assuming you want to keep doing it, just so you’re aware of what’s available.

Do you know how much redundancy you’d get?
Is the company offering a more generous redundancy so that employees volunteer?

Depending how long you have been there the minimum would be your notice period or payment in lieu. However if it suits your needs sit tight rather than just leave as you may get no pay out if already under notice.

No harm in looking right now.

Start looking. You don't have to accept alternative job offers.

If you resign you won't get any redundancy pay.

But personally I'd be more focused on ensuring I had a job. Statutory redundancy pay is unlikely to go far. How long have you worked there?

Hi @Jenna36work
I would wait until redundancy is confirmed. Hope you get to stay in your job xx

I would start looking at other jobs.

I think your workplace is handling this poorly: they should not made a vague statement about 'some redundancies' which is going to unsettle everyone and instead should have only communicated when they had a clear knowledge of their plan and could say what department/staff are affected.

Also it could be sign that the company is in trouble longer term and that even if you are not affected now, they might decide to make more redundancy next year.

So you are better off starting to look at other options at least.

I have worked there for 4 years, so I think that equates 4 weeks pay?
I think they will only offer the minimum.
to complicate things, it’s a local authority, so at 4 years continuous service I am entitled to 4 months full day and 4 months half pay of off sick, after 5 years I get more holidays etc.
so I am reluctant to leave a gap between jobs as I will lose out.

but equally I do enjoy my job.

How far has the employer gone towards actually making roles/people redundant?

An employer needing to reduce costs and being open and frank with its staff may let staff know they're considering options. One of those may be a redundancy scheme.

Once a decision has been made that roles will be redundant then there's a formal process they have to embark on:

https://www.citizensadvice.org.uk/work/redundancy/check-your-rights-if-youre-made-redundant/if-youre-being-made-redundant/if-youre-facing-redundancy/

Have you had any sort of consultation process or have 'at risk' letters been issued?

Been there myself on a couple of occasions, once when a department was being abolished (by HMG) and another when a funder took their funding elsewhere. The first was nailed on as soon as the 2010 election outcome was finalised. The second came out of the blue.

If you're still at the stage where it's just a possibility I'd not be jumping ship unless there were other good reasons to do so. I would though go full Boy Scout - Be Prepared - mode. Check what you'd get in a redundancy situation based on length of service etc and any contractual top ups and whether redeployment is a possibility you'd accept. An eye on/toe in the jobs market based on your skills preferences would be another shout.

As you are Local Authority they should do this properly. A key factor is what roles will be made redundant, they may ask for volunteers etc. So don’t jump just be prepared.

Start looking for other jobs to see what is out there. Make sure your CV is up to date.

Look on Jobsgopublic as you may find another Local Authority has vacancies. There is also NHS jobs and Civil Service Jobs. These are most likely to fit with your transferrable skills.

With a LA job you need to look at your role and hold off untill a full package is announced.

You can do the maths of what package you would be due and balance it against the long term gain of getting the perfect replacement or near fit. Eg if you get a bad fit job would you end up spending more to have wraparound care than you gain by leaving "early" on your own.

Is your role nich or can the LA redeploy another into the role and can you be redeployed to a different role.

The LA will want to get shed emploees who are on the top of the payscales first, as that gives a higher saving per employee. So it can be a balance between older employees who are at retirment will like the cash payout and volunteer, but those who will still need to work are at higher risk of not getting a new job due to their limited projected work life

One of the ways to shed staff early is to announce a redundancy, as newer staff with little or no financial incentive to stay will find a new job early in the process at no cost to the employer.

I would plan to stay put but look at your CV and see how it matches to other jobs and if you are missing a skill or qualification which would make getting a new job easier. If you are at risk see if the LA will fund training or has internal training available