This is the fifth episode of a mini series on redundancy in which I will focus on all aspects of redundancy and how to ensure you get things right.
In this episode I will cover:
- Why you need to consider alternative vacancies within your organisation
- The legal obligation upon you to inform ‘redundant’ employees
- When you need to search for group company vacancies
- What you need to do if two or more employees apply for an alternative vacancy
- Why you must give priority to employees who are on maternity leave
- Trial periods for alternative employment
- When it will be reasonable or not for an employee to refuse an offer of a suitable alternative vacancy
- Ensure that you have a mechanism in place for informing employees of internal vacancies within your business.
- Seek advice if you are unsure of the procedure.
- Get all of the documents you need to complete the process here: Redundancy DIY Toolkit
DIY Redundancy Documents
Available to purchase now, all of the letters and documents you need, including guidance, to complete a redundancy process. It is available to download directly from this website for £100 plus VAT (£120).
Within this toolkit you will find everything that you need to undertake a redundancy process including:
- Redundancy plan – step by step guide
- Timetable to use – collective consultation and non-collective consultation versions
- Letter warning employees of redundancy situation
- First letter to employee representatives re proposed redundancies
- Letter to employees requesting volunteers for redundancy
- Letter to employee representatives with details of collective consultation process
- Ballot paper for election of employee representatives
- Nomination form for employee representatives
- Notice to employees with outcome of the elections
- Notice to employees re Employee representative elections
- Letter follow up on individual meeting
- Letter offer of alternative employment
- Letter to individual employees – provisional selection for redundancy
- Letter to individual employees confirming dismissal for redundancy
- Example Redundancy selection criteria
For more information or to access specific advice please contact us on 01983 897003 or by email: firstname.lastname@example.org
Please do leave your thoughts on this issue in the comments section below. Please ensure that any comments are respectful to all views and opinions.
As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion – email@example.com or you can find full details here: HR Harbour
Don’t forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006
Would you like advice about your situation?
Appointments are available on the telephone or via Skype throughout the UK.
Alternatively we offer face to face appointments on the Isle of Wight, Salisbury, Eastleigh, Southampton, Fareham, Portsmouth, Winchester and surrounding areas in Hampshire.
The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.
The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.
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