Redundancy advice required (please)

Dirk Diggler

Dirk Diggler

Dirk Diggler

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Rollergirl
I'm looking for general advice on the redundancy process, please.

Hypothetical situation is that employee has 12 years service and is now being made redundant after consultation period has ended.
  1. Are they due 12 weeks notice?
  2. If they aren't required to work the notice, will they receive the pay on day of termination of employment?
  3. If yes to 2, how is the pay calculated?
  4. Can the employer pay 80% furlough as notice payment?
  5. Will the employee receive redundancy payment as well as notice, and if so how is it calculated?
  6. If the employer decided to rehire the employee on different terms & conditions, would this affect redundancy payment/process?
 
Evilpaul said:
looking at the pages for a company making redundancies (i.e. the other side of the fence) gives information about it here:
https://www.acas.org.uk/manage-staff-redundancies/work-out-redundancy-pay
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Great help mate, thanks for that.

It's not great reading as it's based on the last 12 weeks. I'm hearing that companies on our site are basing it on furlough payments, but maybe that's close to the cap if it's maximum furlough? I'll need to work that out.

I'm hoping the 12 week scenario isn't used to calculate notice in lieu as that would fall way short of an average weekly pay for the year, even at maximum furlough rate.
 
Energize said:
Don't understand the question, the position is either redundant or it isn't.
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Thanks for the clarifications.

On this point, yes it's a little bit different.

As a result of the reduction in workload, we propose to reorganise the workforce to suit the future requirements, resulting in a [reduced headcount]

Furthermore, for the positions that remain, we propose a change in terms and conditions...
Click to expand...

We haven't been advised of the specifics other than that it's going to be a reduced team, on a greatly reduced salary with an uplift depending on where and when you are required to travel to site.

What I don't understand, is how this will work in practice. Do I need to accept the different terms and my service continues with no redundancy? Or, do they have to terminate employment and rehire on the new terms, having paid redundancy in the process?
 
Energize said:
Basically you have the option of agreeing to the new terms or being made redundant.
Click to expand...

What a dilemma. I assume they could make me redundant 12 weeks later and the payment would be calculated on the much lower rate (and I mean massively lower if I hadn't worked on site during those 12 weeks).
 
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