This policy sets out our approach to dealing with potential redundancies. It does not form part of your terms and conditions of employment and may, at our discretion, be subject to change.
Although our policy is to avoid redundancies wherever possible, the needs of our organisation may from time to time require a reduction in the overall number of staff employed or organisational changes that result in some employees being made redundant.
Where this is necessary, we will ensure that:
- the total number of redundancies made is kept to a minimum;
- employees and, where appropriate, their representatives are fully consulted on any proposals and their implementation;
- selection for redundancy is based on clear criteria that will, as far as possible, be objectively and fairly applied;
- every effort is made to redeploy or find alternative work for employees selected for redundancy; and
- support and advice is provided to employees selected for redundancy to help them find suitable work when their employment has come to an end.
Consultation
Consultation will be carried out with individual employees in respect of their own particular circumstances.
If more than 19 redundancies are proposed, collective consultation will also be carried out with employee representatives.
If employees are covered by trade union recognition, we will consult with the relevant unions as required.
Voluntary redundancy
In order to minimise the need for compulsory redundancies, we may consider requests from employees for voluntary redundancies. We reserve the right at our absolute discretion to decline requests for voluntary redundancy.
Redundancy selection
The criteria used in selecting employees for redundancy will depend on the existing circumstances and the particular needs of the organisation at the time. However, every effort will be made to construct a fair and robust set of criteria following appropriate consultations.
Individual employees who are provisionally selected for redundancy following the application of the criteria will be informed of the fact and invited to a meeting, at which they will be given an opportunity to make representations that the application of the criteria results in unfairness to them or if they feel that there has been a mistake in the application of the criteria.
Alternative work
We will make every effort to find suitable alternative work for any employee who is selected for redundancy. Such employees will be informed of all the available vacancies at the time of their selection and will be given an opportunity to discuss with HR or their line manager which vacancies are likely to be suitable for them. While priority will be given wherever possible to employees under threat of redundancy, the organisation reserves the right to select the best available candidate in relation to any given vacancy.
Employees have a separate legal entitlement to be offered any suitable alternative work that is available if they are made redundant while on maternity leave.
Time off work
If you are under notice of redundancy and will have been employed for two years at the date of leaving, you will be entitled to a reasonable amount of paid time off to look for alternative work, or to attend interviews or training. You should make arrangements with your Line Manger and they have the right to ask you for proof that the time off will be spent in helping to find a new role.
Redundancy Pay
If you have two or more years' continuous service you may be entitled to a statutory redundancy payment. The amount of this payment will be confirmed at the time of selection for redundancy. Any redundancy payment will be paid at the same time as your final salary payment.