What questions should I ask in a redundancy meeting?

Redundancy Procedure

• Is this a genuine redundancy situation?
• How has the pool of “at risk” employees been identified?
• Is the process of selection fair?
• Have you been fairly selected for redundancy?
• Has your employer considered alternatives to redundancy?

What questions should I ask in a consultation meeting?

Questions to ask at redundancy consultation meeting

• What are the aims and objectives of the consultation exercise?
• What is the rationale of the proposed changes?
• Are there any proposed alternative positions available, and if so, are there job descriptions available?

What do you discuss at a redundancy consultation meeting?

During consultation, you should discuss:

1. the changes that are needed, what you plan to do, and why.
2. ways to avoid or make fewer redundancies.
3. the skills and experience needed for the future.
4. the criteria for selecting employees for redundancy.
5. any concerns employees may have.

What is the correct redundancy procedure?

Your employer has to follow a fair redundancy process if you’ll have worked for them for at least 2 years by the time your job ends. You should be invited to at least 1 individual meeting with your employer to discuss redundancy. Apart from your individual meeting there isn’t a set process.

What are the 5 fair reasons for redundancy?

5 Fair Reasons for Dismissal

• Conduct/Misconduct. Minor issues of conduct/misconduct such as poor timekeeping can usually be handled by speaking informally to the employee.
• Capability/Performance.
• Redundancy.
• Statutory illegality or breach of a statutory restriction.
• Some Other Substantial Reason (SOSR)

How long is consultation for redundancy?

There’s no time limit for how long the period of consultation should be, but the minimum is: 20 to 99 redundancies – the consultation must start at least 30 days before any dismissals take effect. 100 or more redundancies – the consultation must start at least 45 days before any dismissals take effect.

What is a fair reason for redundancy?

Fair reasons for redundancy must be objective and able to be measured. For example, attendance history, punctuality, skills and experience, performance and disciplinary history are all considered as fair reasons for redundancy. Length of service and qualifications may also be considered.

What are valid reasons for redundancy?

What constitutes grounds for redundancy?

• The need for the worker has diminished or ceased.
• New systems in the workplace.
• The job no longer exists because other workers are doing the work you carried out.
• The workplace has closed or is closing down.
• The business moves.
• The business is transferred to another employer.

What to ask at a redundancy consultation meeting?

The purpose of the redundancy consultation is to allow the employee to have the opportunity to have their say and questions answered. It is likely that you will have some specific questions already in mind. However, there are some general questions which you can ask regardless of the type of redundancy.

What should I ask my employer if I am being made redundant?

It is important that you use the consultation meetings to set out those concerns and obtain a response from your employer. After all, if there is a genuine redundancy situation and they are following a fair procedure, they should have no difficulty in answering your questions.

Why are people being made redundant at the same time?

This might be the situation if your employer is suggesting redundancies at the same time as seeking to recruit staff for a similar or the same job role as the employees at risk. Alternatively, you might consider you are being targeted for reasons wholly unrelated to any genuine restructure or redundancy.

Is it a good option to apply for voluntary redundancy?

The simple answer is that voluntary redundancy is seldom a good option for the firm. Voluntary redundancy is where the firm, on finding a need for jobs to go, invites jobholders to apply to be made redundant.