Urgent Advice Needed - HR people / - those with exp. of redundancy

[monkeychambers]

I work in a team of 6.

We were told this week we need to reduce the headcount by 1.

They have asked if any of us would like to take voluntary redundancy, if no one does they will decide who goes obviously.

I do not want to leave in any circumstances.

My main concern is - I am the only part time member of the team. I was the manager but stepped down (own decision) and went p/time last summer to spend more time at home.

If nobody takes it voluntarily then surely they would logically get rid of the part time member as it would be better to keep a team that all work full time.

Would this then be a case for unfair dismissal?

Any advice would be great. Many Thanks.

I disagree that it would be 'obvious' to get rid of you - you don't save them as much money... if they have to 'reduce by 1' it usually means 1 full-time equivalent.

Do they need to reduce the headcount by 1 to save money, or just because they don't need as many people doing the work?

Either way, getting rid of a full time person would save more money and would cut the total hours by more, so I wouldn't just assume part time means you will go. If they need to trim costs getting rid of a full timer makes more sense, that way they get the benefit of 5 heads for the cost of 4.5 salaries iyswim.

If they select people for redundancy they must tell you what selection criteria will be used and those criteria must be fair.

What they should be doing is deciding what jobs they need going forward/how much they can spend on staff/how many hours that is.

If they decide they need/can afford 5 full time members of staff, then you may have a problem as you won't actually be in a position to take one of those jobs.

But equally if they need to cut more hours they may end up with a headcount of 4.5 including you. Difficult to say, depends on their reasons and what they need going forward.

Thanks fluffles - I just keep thinking if I was the manager and had to let one go I would go for the one that is in the least....my p/time salary isnt that far away from some of the newer members. I could be just focusing on the negative.

I hope you're right!

Flowery - they need to reduce because "of decreasing revenues and to take the staff numbers back to what we had before the business grew"

Thanks by the way FBB

No worries

I know it's easy to say but you're probably best waiting to see what criteria they are going to use. You can then decide whether you think these criteria are fair or not and whether you have been fairly assessed against them.

Have a read here about selection. Anecdotally, if you are very experienced and highly skilled, which it sounds as though you are, that should stand you in good stead.

Do you know if they can use attendence records - sickness / lateness that kind of thing? (hoping so as mine is really good - thankfully)

That link was really good - thanks.

I am going to request a meeting on Monday am to see about the selection criteria....actually they have said I can call at anytime to discuss anything - do you think I should ask this over the phone? Or wait until Monday (which is decision day)

Attendance is fine to use, and handy as it's fairly objective as well, difficult to argue with.