Voluntary Redundancies

dl8860

dl8860

dl8860

Soldato
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25 Jul 2010
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Worcestershire
My company is going through a round of redundancies currently, though I'm not 'at risk'. It is only staff several grades higher than me that are, and it is a strictly non-voluntary process.

However, I've been thinking of leaving for some time, and now seems like an opportune time really. Me putting in for a voluntary departure at the same time as forced exits could potentially give me leverage as it might mean they don't need to get rid of (and pay off) someone more expensive than myself.

I have held preliminary discussions with HR and my line manager, who have 'managed my expectations' by saying that any package I'd receive as a result of leaving (if any, nothing might be offered), would not be of the order of the official redundancies as it would be a separate process. When I enquired about if my leaving could have any affect on the official redundancies (i.e. how much leverage do I have in these terms), I was met with a predictable "that would remain to be seen".

NB our company redundancy terms are complicated but poor - essentially statutory. I have worked at the company for 4 years. I have come to the conclusion that I wouldn't be seeing this pay, as it would be more like an agreed severance should I go.

However, my notice period is 3 months. 3 months pay in lieu of notice would be enough for me to accept. So in this situation, does anyone have any wisdom as to whether the package that has been mentioned would be on top of potential salary-in-lieu of notice, or if by volunteering to leave, I'm forgoing any right to salary-in-lieu?

Thanks
 
I'd make it clear what your expectations were - you would consider voluntary redundancy based on 3 months salary in lieu of notice. If this is not on the table then you would not consider it, and they would have to make somebody else redundant in your stead, which then of course means you might turn around and leave in two months time leaving them up **** creek lacking a paddle.
 
From the experience of the redundancies going atm where I work, any termination/redundancy payment should be on top of the payment in lieu of notice. But that's assuming they don't make you work your notice, however in reality this is unlikely.

Just be away that while termination/redundancy payment is tax free up to £30k, payment-in-lieu of notice is taxable.
 
alx said:
From the experience of the redundancies going atm where I work, any termination/redundancy payment should be on top of the payment in lieu of notice. But that's assuming they don't make you work your notice, however in reality this is unlikely.

Just be away that while termination/redundancy payment is tax free up to £30k, payment-in-lieu of notice is taxable.
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Sorry mate, just a bit confused about the phrasing there. Are you saying it is likely or unlikely that I will be made to work the notice period? My work is Oil and Gas too, work is certainly drying up.

Obviously the current round of redundancies is designed to 'rightsize' in line with our order book, so does that mean I'm unlikely to get Pay-in-lieu? Or would any oil and gas consultancy be silly not to get rid of someone so cheaply at a time like this?
 
dl8860 said:
Sorry mate, just a bit confused about the phrasing there. Are you saying it is likely or unlikely that I will be made to work the notice period? My work is Oil and Gas too, work is certainly drying up.

Obviously the current round of redundancies is designed to 'rightsize' in line with our order book, so does that mean I'm unlikely to get Pay-in-lieu? Or would any oil and gas consultancy be silly not to get rid of someone so cheaply at a time like this?
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Apologies, unlikely - if you want to leave, and they want you to leave it's rarely in anyone's benefit for the employee to hang around for 3 months with no incentive.

I'm not saying your company won't have different views, but generally once someone wants to go and the company agrees, it's sooner the better really.
 
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