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[littlemissmoney]

Hi

There are to be lots of redundancies at work and the 90 day consultation period was due to end next week and those at risk were to be told who is going. However the company have now said they are not ready to make the redundancies yet so need to extend the consultation period to next year. Can they keep people at risk indefinately like this or is there some time limit before they have to start the process again?

Thanks

[timmmers]

The 90 day period is a local agreement with the union or similar? Are they counting this period as notice of redundancy?
I don't know the answer...but a bump may get you one from someone who does

t

[getmore4less]

What are your reps doing to try to clarify and communicate the situation of when the redundancies might actualy happen?

In practice it makes little difference the risk is always there anyway even before the official start of consultation.

Consultation should be identifying why there is a need to delay, for how long, if it effects everyone etc.

Delay is also a good time to negotiate better terms, get onto your reps.

[littlemissmoney]

Originally Posted by timmmers

The 90 day period is a local agreement with the union or similar?

They plan to make over 100 people redundant so, from what I understand, 90 days is the legal minimum consultation period?

Originally Posted by timmmers

Are they counting this period as notice of redundancy?

Yes, I think so.

[littlemissmoney]

Originally Posted by getmore4less

In practice it makes little difference the risk is always there anyway even before the official start of consultation.

I understand there is always the risk of being made redundant. However, by keeping us "at risk" for months on end aren't they avoiding actually giving us the legally required 90 days notice? Because we don't know when it's going to happen so it's not true notice at all. For example, you can't end your tenancy agreement or get another job (without loosing your redundancy pay) because you don't know when the redundancies will happen.

[getmore4less]

Originally Posted by littlemissmoney

I understand there is always the risk of being made redundant. However, by keeping us "at risk" for months on end aren't they avoiding actually giving us the legally required 90 days notice? Because we don't know when it's going to happen so it's not true notice at all. For example, you can't end your tenancy agreement or get another job (without loosing your redundancy pay) because you don't know when the redundancies will happen.

It is not 90 dyas notice it is 90 days consultation.(allthough this can be shorter by agreement) or longer but it should be ongoing consultation, ask for feed back from the reps they should be telling you what the new schedule is and why.

the reps should asking for people to get as much extra notice as possible

When consultation is over you get terminated by reason of redundancy and you are on your contractual notice or 1week per year up to 12.

They can't just say that it your out(unles they pay PILON) you still get your notice.