In this straightened economic climate, redundancy is a threat faced by millions of UK employees. It is important for employees who may face redundancy to understand their rights. Employees should consult their company's redundancy policy to understand the procedure and their entitlements. Reasons for redundancy must be legally acceptable, such as a job becoming obsolete, and employees cannot be selected due to attributes like union membership. Statutory redundancy pay is calculated based on years of service and weekly pay, up to a maximum of 20 years and £350 per week.

1. In this straightened economic climate, redundancy is a threat faced by millions
of UK employees. Large corporations are hitting the headlines by making
thousands of their employees redundant, but redundancy could happen at a company
of any size when things get tough and businesses are forced to cut their costs.
If you are an employee who is potentially facing redundancy, it is important to
know your rights. If you are dismissed unfairly, you can take your employer to
an employment tribunal and potentially claim a substantial payment, or even win
your job back. And even if your dismissal is inevitable, it is critical that you
fully understand the redundancy procedure and what alternatives may be available
to you.
First, consult with your company's redundancy policy - this should outline the
company's redundancy procedure and your rights as an employee. Here are a few of
the areas that should be covered...
What are Acceptable and Unacceptable Reasons for Redundancy?
If an employer wants to make one or more members of their company redundant, the
reasons given must be legally acceptable. Essentially, your job must disappear,
either because the company is ceasing operation or the position is no longer
necessary (the business is reducing its operations, closing a particular branch,
technology has rendered the job obsolete, and so on.)
When it comes to selecting individual employees for redundancy there are certain
criteria that are permissible for selecting one employee rather than another:
? Attendance and Disciplinary Record - Redundancies based on attendance and
discipline must be backed up with documentation (written warnings, records of
attendance and so on)
? Standard of Work - This also needs to be backed up with objective written
evidence (typically from employee appraisals)
? Skills and Qualifications - Employees can be selected for redundancy if they
have comparatively weaker skills and qualifications than their fellow workers
If the reason given for your redundancy is not one of these, you may have a case
for unlawful dismissal. Moreover, the following are some of the reasons that are
automatically considered to be unfair dismissals:
Being made redundant due to trade union membership or non membership
Redundancies associated with pregnancy or maternity/paternity/adoption leave
Any redundancy due to discrimination (gender, orientation, religion, age, and so
on)
What are the Alternatives?
If you have a meeting concerning possible redundancy with your employer, it is
wise to discuss the potential alternatives. These may include the elimination of
overtime, shifting to part time work, a job share scheme, and other similar
schemes. Your company redundancy policy may detail acceptable alternatives, and
note that you also have the right to appeal a redundancy decision.
There may be the possibility of moving to a different position within the
company, possibly with a trial period. It is also important to know that doing a
trial period of alternate employment does not compromise your right to Statutory
Redundancy Pay (SRP) - but refusing a reasonable alternate job offer can
compromise this right.
How Much Statutory Redundancy Pay Could I Get?
If worst comes to worst and you are made redundant, make sure you know the level
of Statutory Redundancy Pay you are entitled to.

2. Firstly, certain people are not eligible for SRP; these include agency workers,
casual workers, partners, the self employed and some directors are not entitled
to SRP. SRP is also only available to those who have been employed continuously
for more than two years. The amount is calculated on the following basis:
? For every year worked below the age of 22: ½ week's pay
? For every year worked between the ages of 22 and 40: 1 weeks pay
? For every year worked over the age of 41:1 ½ weeks pay
This goes up to a maximum of 20 years, and available weekly pay is capped at
£350.
This is just a brief introduction to the rights an employee has concerning
redundancy; consult your redundancy policy and read further details on the BERR
(Department for Business, Enterprise and Regulatory Reform) website in order to
be fully informed and prepared if you are facing redundancy. More info: -
http://www.newcitycompare.co.uk