Redundancy and the Law
•
1 like•776 views
"Tis the Season to be Jolly………" Ideally it would always be that way, but what happens if you are facing a downturn in trade or other matters impacting on your business meaning you may have to make redundancies either during the Christmas Period or in the New year? How do you ensure a fair redundancy procedure is carried out to minimise claims? How do you keep morale up during this time? In this on-demand webinar Caroline Acton from Consilia Legal has explored the law surrounding redundancies, the procedure to be carried out to help keep your company out of the employment tribunal arena and also offer some commercial advice to a company facing such a tricky matter during the holiday season.
Recommended
More Related Content
What's hot
What's hot (20)
Viewers also liked
Viewers also liked (11)
Similar to Redundancy and the Law
Similar to Redundancy and the Law (20)
More from Shorebird RPO
More from Shorebird RPO (20)
Recently uploaded
Recently uploaded (20)
Redundancy and the Law
- 1. Redundancy and the Law By: Caroline Acton On: 15th December 2015 @ 13:00 FREE WEBINAR Starting Soon
- 2. Housekeeping “Please use the chat box for questions, thoughts and Debate”
- 3. Applicant Tracking System (ATS) Careers websites Recruitment Support Streamline your recruitment processes Improve recruitment communications Promote your employer brand Reduce the costs of recruitment Tighter control on recruitment decisions Manage the ROI of recruitment Attract better quality people, faster Recruitment Advertising
- 5. Disclaimer These materials and the information contained within them are designed solely for the use of participants on our courses. These materials shall not be copied or reproduced in any format whatsoever without the prior consent of Consilia Legal LLP. The content of these materials and any commentary on the law contained within the materials is provided free of charge for information purposes only. Every reasonable effort is made to make the information and commentary accurate and up to date, but no responsibility for its accuracy and correctness, or for any consequences of relying on it, is assumed by the author, the publisher or Consilia Legal LLP. The information and commentary does not, and is not intended to, amount to legal advice to any person on a specific case or matter.
- 6. Redundancy • Definition of Redundancy • Fair dismissal • Redundancy Process • Redundancy Payments • Claims • Points to Remember
- 7. Redundancy Definition • Section 139(1) ERA 1996: - Business closure - Workplace Closure - Reduction of Workforce
- 8. Fair Dismissal • 2 year qualifying service • Fair reason for dismissal – s.98 ERA 1996 • Follow a fair and reasonable process – s.98(4) ERA 1996
- 9. Fair dismissal continued….. • Redundancy must be the real reason • The employer must act reasonably in treating redundancy as the reason for dismissal – procedural fairness
- 10. Number of Redundancies? • Establish how many redundancies are being proposed: • If 20 or more redundancies are being proposed in a 90-day period then collective consultation obligations arise • If fewer than 20 redundancies are being proposed then it will be necessary to follow a fair procedure in relation to each employee
- 11. Collective Consultation • TULRCA • Inform and consult with appropriate employee representatives • 100 or more redundancies proposed – 45 days consultation • For more than 20 but less than 100 redundancies – 30 days consultation • Notify the Secretary of State • Protective Award
- 12. Process • Consider appropriate pool • Establish objective selection criteria - performance and ability - length of service - attendance records - disciplinary records - LIFO • Voluntary redundancies • Alternative vacancies
- 13. Process Continued… • Meet with all employees who might be redundant • Discuss the next stages • Minute the meeting • Confirm content of the meeting in writing
- 14. Process Continued • Carry out scoring exercise • Two line managers to conduct • Write to employees who have been provisionally selected • Invite to a further consultation meeting • Right to be accompanied • Hold meeting • Listen to employee • Minute the meeting
- 15. Process Continued • Follow up the meeting • Hold a second consultation meeting • Right to be accompanied • Confirm decision reached • Minute meeting • Confirm decision in writing • Right of appeal
- 16. Redundancy Payments • Statutory redundancy payment: - 2 years’ or more service - based on employee’s age, length of service and weekly pay (currently capped at £475) • Enhanced redundancy packages? • Notice and accrued but untaken holiday pay
- 17. Other Considerations • Time off to seek alternative employment • Trial Periods • Settlement agreements?
- 18. Claims? • 3 month time limit generally • ACAS Early Conciliation now and tribunal fees • Unfair dismissal – compensatory award is capped at either 12 months pay or £78,335 (whichever is lower) • Polkey
- 19. Tips • 2 year rule • Is it a genuine redundancy scenario? • Keep employees informed • Consult • listen • Include absent employees in the process • Ask for volunteers • Paper trails • Be fair and consistent
- 20. Questions
- 21. Telephone: 0113 3571317 Website: www.Consilialegal.co.uk email: caroline@consilialegal.co.uk Twitter: @consilialegal @consiliaemplaw Instagram: Consilia_Legal Thank You
- 22. Discussion and Q&A on Redundancy & the Law By: Marie Walsh On: 27th January 2016 @ 13:00 Running in partnership with the CIPD North Yorkshire Branch FREE WEBINAR Book Now
- 23. Telephone: 0113 322 7240 Website: www.shorebird-rpo.com Email: marketing@shorebird-rpo.com Twitter: https://twitter.com/ShorebirdRPO You can access the slides and recordings via these social channels too CLICK HERE TO SUBSCRIBE TO OUR MONTHLY EMAIL ABOUT FORTHCOMING WEBINARS Thank You! Lis.wilson@shorebird-rpo.com https://uk.linkedin.com/in/liswilson Please leave your feedback online at: https://www.paycomplime nt.com/LGMXE2