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Redundancy

Laura Bowyer

Updated: 5 hours ago

You may only have enough business to require significantly fewer staff or changes have arisen over time that may lead to restructure. Or even if your business is not be able to continue trading, make sure that staff are treated consistently in order to avoid any discrimination (ie, disability, age, race) issues. Speak to us and we can help you follow the correct legal process and the right steps.


Remember- preferential rules apply to those on maternity leave.


Government guidance on redundancy consultation is available on the Gov.uk website. If you are planning to make 20 or more people redundant (but less than 100 people) you must start collective consultation at least 30 days before giving notice of the first redundancy. If you want to make this number of redundancies, you will need to take the consultation requirements into account. Similarly, if you are planning to make 100 or more people redundant then consultation must begin at least 45 days. Notice must also be given to the Department for Business, Energy and Industrial Strategy(BEIS). Remember - redundant staff are entitled to receive notice (or payment in lieu) at full salary; holidays and other contractual entitlements; and a redundancy payment if they qualify, also if a role becomes available through resignation/termination elsewhere in the business, you may wish to consider this an option to the redundant employee(s). Additional Issues:

Holiday

Staff are now allowed to carry forward some of their statutory holidays if they are unable to take them in the current leave year. You can make a formal request for staff to take their holiday and when this can be taken. Speak to us and we can assist you with this requirement - BOOK A CALL

Bereavement

Some of you will have a policy in place, it is possible you may have employees who have suffered the bereavement of a partner or other family member. While there is no statutory right to bereavement leave, other than in the case of the death of a child, you should be sympathetic to requests for additional time off during this period, and if you can we recommend that you pay normal pay. In rare cases, you may have an employee who has died. You will need to support their colleagues and again, signpost staff to any mental health support you offer. We can assist you in this if you currently have nothing in place. You will also want to be in contact with their family to offer support, especially where you offer Death In Service benefits. Other Areas Pay specific attention to staff who have particular requirements (e.g. health issues, disability, childcare or other caring responsibilities). Be aware that some employees who had a reasonable adjustment before may need a different one on their return to a workplace. Similarly, many individuals who didn’t previously have a mental health condition may have experienced mental health challenges and need to discuss changes to help them overcome any barriers and fulfil their role.

Whilst this is a guide, we suggest you keep up to date with the latest government advice.


Disclaimer: Our blog content is for marketing or general information purposes only and doesn't constitute legal advice. Whilst we aim to provide accurate and up to date information, it should not be relied upon as a substitute for advice tailored to your specific circumstances. Reading this blog doesn't establish a client relationship with us. For formal advice please contact us directly: info@affablepartner.co.uk

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