All staff redundant

[justincase]

We are about to make some drastic changes at work and restructure(to keep afloat). Its a very sad time but I can only see the need to potentially utilise 3 members of staff again after the restructure.

Can I tell them all in a group about the redundancies (15 staff max) because as soon as I meet with an individual, the word will be out so to speak and then formally meet with them individually afterwards?

Only 2 part time people have been there for longer than 2 years(no full time), can I use standard statutory .gov calcs to sort out their redundancy pay or is it more complicated ?

Thanks in advance

 

[mhall]

We are about to make some drastic changes at work and restructure(to keep afloat). Its a very sad time but I can only see the need to potentially utilise 3 members of staff again after the restructure.

Can I tell them all in a group about the redundancies (15 staff max) because as soon as I meet with an individual, the word will be out so to speak and then formally meet with them individually afterwards?

Only 2 part time people have been there for longer than 2 years(no full time), can I use standard statutory .gov calcs to sort out their redundancy pay or is it more complicated ?

Thanks in advance

Surely the sensible thing to do would be to tell them all at once that you will be making positions redundant. Then you could tell them the criteria you will be using when deciding about making those positions redundant.

Your one to one interviews then have a solid basis to start with as everyone will know how their position is being judged. You need to make sure you at least appear to be fair, even if they have no realistic chance of tribunal. Be careful of discrimination in any way as that will come back and smack you in the face.

 

[KM-Tiger]

It's most important with redundancy to get the procedure absolutely right, or you risk comebacks.

When I had to do it I used the handbook that came with membership of the FPB, and frankly having that to hand at the right time was worth the cost of membership.

Do get sound advice from somewhere, and you can then move forward with confidence.

It may well not come as a surprise to many, as staff can often see the telltale signs. They are not going to say to you "When will you make some of us redundant", but quite likely they will have been thinking it and waiting for you to act.

Good luck, it's grisly thing to have to do, but do it you must.

 

[tony84]

Im no expert in this by any means. However i was made redundant in March. We were told in groups of people (depending on our job type) that the company was going through a restructure and our jobs were at threat. It went more in depth than this but that was the idea.

It was then followed up with individual meetings with out manager, who knew no more than us (or so he said).

Our company had over 100 people in the office and is a large multi national.