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GUIDING YOU THROUGH THE REDUNDANCY PROCESS
Going through the correct procedure when making redundancies is a complicated process and there are many things you need to consider such as redundancy pay. This is why it's always advisable to seek our expert legal advice and guidance for employment law redundancy.
We’ll help you through the redundancy selection criteria and how you can offer suitable areas of alternative employment. The main reason this is such a complicated process is because the procedure you follow entirely depends on your reasons for termination of employment. If it's because the business is being transferred to a new owner there'll be other things to consider than if an individual's job is no longer required.
A FORMAL REDUNDANCY PROCEDURE WOULD USUALLY CONTAIN
- Introductory statement of intent towards maintaining job security
- Details of the consultation arrangements
- Measures for minimising or avoiding compulsory redundancies
- General guidance of the redundancy selection criteria
- Details of the severance terms
- Policy on helping redundant employees obtain training or search for other work
CAN YOU RE-EMPLOY AFTER MAKING REDUNDANCIES?
Yes you can. However you do have to be careful. You need to justify re-employing someone you've made redundant over other ex-employees. Also if you're re-employing someone after 4 weeks then they will have to be classed as a new employee and be given a new contract stating that no previous service will count towards continuity of service.
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To discuss any employment issues please give us a call on 01276 28040 now, or drop us your details below and we'll give you a call back at a time that suits you.
