What happens in redundancy consultation?

During consultation, you should discuss: the changes that are needed, what you plan to do, and why. ways to avoid or make fewer redundancies. the skills and experience needed for the future.

What should redundancy consultation include?

A redundancy consultation should involve at least two meetings with the employee and must be a genuine attempt by the employer to engage with its employee over the question of their possible redundancy. Employers should not begin the redundancy process with a fixed idea of who will be made redundant.

What is the purpose of consultation in redundancy?

In a redundancy situation, the aim of consultation is to ensure that there is a genuine exchange of views and information in terms of why redundancies are proposed and how they can be avoided.

What happens if you do not have a redundancy consultation?

Redundancy consultations. If you do not consult employees in a redundancy situation, any redundancies you make will almost certainly be unfair and you could be taken to an employment tribunal. You must follow ‘collective consultation’ rules if you’re making 20 or more employees redundant within any 90-day period at a single establishment.

When to notify employees of a redundancy decision?

The consultation process sets out the things the employer needs to do when they decide to make changes to the business that are likely to result in redundancies. This has to be done as soon as possible after the decision has been made to make these changes. notifying the employees who may be affected by the proposed changes

Do you need legal advice for collective redundancy?

Access unlimited legal advice without the worry of costs with our Triple A support. Consultation with any affected employees is a requirement in any redundancy situation, but where an employer is considering collective redundancies, a collective consultation exercise may also be required.

What does it mean to have a genuine redundancy?

What’s a genuine redundancy? A genuine redundancy is when: the person’s job doesn’t need to be done by anyone ; the employer followed any consultation requirements in the award, enterprise agreement or other registered agreement. When an employee’s dismissal is a genuine redundancy the employee isn’t able to make an unfair dismissal claim.