Redundancy Serving Notice

[Pauline Ferguson]

As result of a restructure we have identified that 1 role will be made redundant, in line with best practice we want to fully consult with the employee.

We will meet with the employee informally to advise them of this and will then invite them to attend a one-to-one consultation meeting to discuss the business case that has identified this, advise them of 2 suitable alternative roles that they may wish to consider as part of the redundancy.

Should we serve them notice at this initial meeting or should we invite them to attend second one-to-one meeting and then serve them notice?

 

[ethical PR]

Have you had a look at the ACAS advice on this and advice on .gov.uk?

 

[Pauline Ferguson]

Hi yes we have but we cannot see anywhere whether we are able to serve notice at the first meeting or whether we have to have a second meeting.

 

[Newchodge]

As result of a restructure we have identified that 1 role will be made redundant, in line with best practice we want to fully consult with the employee.

Are you certain that only one role is redundant and that only one person is affected? For example, do 5 people undertake different roles, all of which lose a part due to the restructure, or is it absolute that you no longer need, for example, a receptionist, and only one person undertakes that role.

This is the easiest and most dangerous mistake to make in redundancy.

Do not give notice until the consultation is complete. Otherwise you have already made the decision and the consultation is a sham. Consultation is not about telling someone what is going on, it is giving them information, seeking their contribution and, if necessary, giving them time to consider the infromation before responding.