Advice about correct redundancy notice/procedures would be greatly appreciated!!!

Spirit_2 · 21 January 2009 at 1:14AM

Poor you, it is a worrying time, try to be measured in your responses to help maintain your own mental wellbeing

Your employer’s handbook cannot reduce any entitlement to statutory notice or redundancy rights as set out on the Berr website;

Length of service can be discriminatory if there is a significant age gap, but I suspect you are wasting energy on even considering this as a challenge.

When the future is turbulent, it is not unusual to recruit short-term temps to fill gaps in a department whilst a restructure is going on. It may also prolong the agony to redeploy someone to avoid a redundancy into a position that is then at risk of redundancy. There is nothing though to stop an honest discussion about filling a short-term vacancy if both sides know that is what it is.

One of the two staff in your department will be going, assess yourself relative to your colleague on each point – skills? Attendance? Ignore your colleagues self promotion and believe in yourself. It is not in the companys interest to let go the ‘best performing’ (by their criteria) employee, them being business like usually over-rides any petty favouritism.

Take a deep breath, focus on constructive thoughts and actions, imagined employment rights battles will exhaust you, if it is you – remember it was the job, not you, that they could not afford, this is through no fault of your own.

Ask if you can invite a colleague/friend/TU rep/supporter to the meeting with you if you feel you need support.

Advice about correct redundancy notice/procedures would be greatly appreciated!!!

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