If you do not consult employees in a redundancy situation, any redundancies you make will almost certainly be unfair and you could be taken to an employment tribunal.
Follow these steps:
- You must notify the Redundancy Payments Service (RPS) before a consultation starts. The deadline depends on the number of proposed redundancies.
- Consult with trade union representatives or elected employee representatives – or with staff directly if there are none.
- Provide information to representatives or staff about the planned redundancies, giving representatives or staff enough time to consider them.
- Respond to any requests for further information.
- Give any affected staff termination notices showing the agreed leaving date.
- Issue redundancy notices once the consultation is complete.
More detailed information can be found here
If your employer is ‘insolvent’ this means it can’t pay its debts. You have rights if this happens and can make a claim for money you’re owed.
What you can claim
The money will be paid to you by the government. It’s not guaranteed that you’ll get everything your employer owes you but you can claim for:
- statutory notice pay
- up to 8 weeks’ wages, including a payment for a protective award if your employer has failed to consult collectively with staff
- up to 6 weeks’ holiday pay
- unpaid pension contributions – get in touch with the insolvency practitioner to claim this for you
- a basic award for unfair dismissal
Date: Wednesday 23rd November 2016
Time: 09:30 – 12:30
Venue: Bosnia Herzegovina Centre DE1 1LN
Book your place here
An essential course for all those groups who employ or are thinking of employing members of staff. Andrew Monroe will present and explain the golden rules to help you avoid any mishaps. Redundancy and dismissal regulations will be covered. Andrew will also explain the implications of new legislation.