What is a redundancy proposal?

What is a redundancy proposal?

Dismissal by reason of redundancy is considered a legitimate reason for an employer to dismiss an employee. As such, where an employer proposes to make 20 or more employees redundant from one establishment within 90 days or less, an employer should follow a collective consultation procedure.

What does provisionally selected for redundancy mean?

If you have been provisionally selected for redundancy, you face a real possibility of being made redundant by your employer. This is often the first time that you will have been notified that redundancy could be an option, and that you are “at risk”.

Can you negotiate redundancy?

When you’re about to be made redundant, you have very little to lose by trying to negotiate a better redundancy package from your employer. Your employer wants to avoid subsequent legal action so will often be more flexible than you might expect.

How do you negotiate a redundancy offer?

Negotiating a higher redundancy payout – 10 top tips

  1. Set out your objectives.
  2. Check your contract of employment.
  3. Check your employer’s redundancy policies.
  4. Decide your negotiating strategy.
  5. (Almost) always seek to negotiate the financial values.
  6. Be clear and polite when negotiating.
  7. Take good notes of meetings.

How long is consultation period for redundancy?

There’s no time limit for how long the period of consultation should be, but the minimum is: 20 to 99 redundancies – the consultation must start at least 30 days before any dismissals take effect. 100 or more redundancies – the consultation must start at least 45 days before any dismissals take effect.

Can I refuse to attend a redundancy consultation meeting?

An employee may refuse to attend due to an alleged shortcoming in the consultation process. If so, you may need to consider addressing that allegation and then inviting the employee to a rearranged meeting. You should warn them that you’re going to go forward with the meeting, so they have chance to reconsider.

Does consultation always end in redundancy?

Consultation does not always end in redundancy and in many cases employers will place more staff than is necessary in consolation so they can be seen to be taking a fair and responsible approach to redundancies.

What is the legal definition of a counter proposal?

Counter Proposal Law and Legal Definition. Counter proposal is an offer made by either party in a collective bargaining during negotiations in response to a proposal made by the other party. Agreement is usually reached after a series of proposals and counter-proposals are made by all parties.

What happens at the first meeting of the redundancy process?

First meeting consultation: An employer should discuss the situation that has led to the proposal for possible redundancies. If selection criteria are proposed, the employer should discuss this with the employee. This may result in the criteria being changed from the original criteria proposed.

When do you need a second redundancy consultation?

This letter should confirm what was discussed at the meeting and, if necessary, invite the employee to a further consultation meeting. A second consultation meeting will be required if counter-proposals were not addressed in the first meeting, and/or selection criteria are proposed.

What’s the best way to do a redundancy?

A redundancy is more likely to be viewed as “fair” if an employer has considered alternatives to potential redundancies in advance of making a restructure proposal. Alternatives to redundancies may be: Recruitment freeze – not taking on any more employees.

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