If, after period of consultation, you are proposing to issue a notice of redundancy to an employee, then you should do the following: Send a letter to the employee, stating that it is proposed to make the employee redundant and the reasons for this, and inviting the employee to a meeting to discuss the matter.

What is a redundancy proposal?

Consultations should begin once an employer ‘proposes’ to make redundancies. If an employer intends to make 20 or more redundancies at the same establishment over a period of 90 days or less then it must enter into ‘collective consultation’ with the employees’ ‘appropriate representatives’.

What should I discuss in a redundancy consultation?

During consultation, you should discuss:

  • the changes that are needed, what you plan to do, and why.
  • ways to avoid or make fewer redundancies.
  • the skills and experience needed for the future.
  • the criteria for selecting employees for redundancy.
  • any concerns employees may have.

How do I prepare for a redundancy consultation meeting?

6. You (the employee) should:

  1. Ask your employer to clarify the aim and objectives of the consultation exercise.
  2. Work through your pre-prepared questions.
  3. Discuss your preferences.
  4. Confirm that your views or preferences at this stage are non-binding (without prejudice) for example, a request for a redundancy quotation.

How long is a redundancy consultation period?

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.

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.

How much notice should I be given for redundancy consultation?

Length of consultation 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.

How to develop a proposal for redundancy and restructuring?

Use words like it is “proposed”, “potentially”, “may”, “could” etc. Make sure the redundancy proposal is based on sound business reasons and those reasons are clearly articulated. Ensure that the process and decision-making is compliant with the procedures and criteria set out in any employment agreement or employer policy.

How to make an employee redundant Mark Donovan?

Try to listen actively, taking notes and asking questions of the employee where necessary if you need to clarify something. But remember the emphasis of this meeting is to hear what the employee has to say about the proposal and any alternatives they may have in mind.

Can You appoint employees to specific redundancy consultation?

Unless there is an existing employee representative body which is authorised to receive information and to consult on behalf of the affected employees, the employer will need to allow employees to appoint employee representatives for the specific redundancy consultation. There are strict rules around the election process to be followed.

What’s the best way to make an employee redundant?

Your proposal needs to be based on genuine business need rather than to move a problem employee out of the business. Remember that redundancy should be focused on whether a position is needed, regardless of the person occupying that position;