You may have heard rumours that there could be redundancies at your place of work, or maybe you have already been given notification of job losses. Companies are required to follow formal procedures but to the individual the whole process can be confusing; here’s a quick guide to help you:
Employers are obliged to notify and consult with you as an employee when there is no requirement for your role and thereby put you at risk of redundancy. This consultation is carried out prior to the termination notice given and should involve an explanation of why this role has been selected. You will be given the opportunity to appeal the decision and discuss other opportunities.
Where 20 or more people are being made redundant within a 90 day period, the employer must consult the employees’ trade union(s) or bring in elected representatives i.e. HR consultant or career coach as support. This process needs to start before the first notice is issued.
An employer will advise you if there is alternative employment available within their business. It is likely that you will need to apply for the new position and a new pay package and contract may be introduced, although it is likely that your employment would remain continuous.
Some employers will design their own redundancy packages to benefit their employees. Information on statutory redundancy pay can be found at www.acas.org.uk
Where collective redundancies are being made, companies will bring in supportive services i.e. career coaches, HR consultants or recruitment companies who will provide you with advice on writing your CV and how to look for new employment. Individual job losses may not have the same resources available with their employer, but the same support advice is available from Job Centre Plus http://www.direct.gov.uk/en/Employment/Jobseekers/LookingForWork/index.htm and the Citizen’s Advice Bureau www.citizensadvice.org.uk