Compromise agreement or enhanced redundancy?? - pregnant!!

jdturk

As I read it if the lease ends in August then they wouldn't have to give you notice before the end of May

getmore4less

In my view as soon as they decided to close the office then everyone was at risk and consultation should have started.

Office closure is automatic potential redundancy for everyone.

Consultation is about trying to avoid the redundancies totaly or reduce the impact to both employee and employer. So alternative loations/roles and handovers

You will need to check how the pregnancy imapacts the normal redundancy process there might be some extra protection depending on the time line.

Looks to me since the closure was official and they have started the process for some employees they have failed to consult effectivly with your group. They could say there was nothing to consult over since they had not decided which option but they should have discussed which options they were considering to get input.

How many employees have been involved at this location?
Sounds like it could be more than 20 so there should be elected reps/union involvement in the consultation, has this been done.

Certainly raise the issue of potential suitable alternatives not been made available to those at risk. This should be considered during consultation not just after notice has been given.

If they do relocate the jobs make sure any relocation package is known even if it is a local move some assitance with extra travel costs is worth asking for.

josephine1888

getmore4less wrote: »

You will need to check how the pregnancy imapacts the normal redundancy process there might be some extra protection depending on the time line.

Dont understand what extra protection there would be? I have checked the redundancy policy and dont see any mention of pregnancy

getmore4less wrote: »

How many employees have been involved at this location?
Sounds like it could be more than 20 so there should be elected reps/union involvement in the consultation, has this been done.

There are over 20 employees in the office however only about 15 are office based permantly - the other ones are office and field based. Once the office shuts there will probably be about 15 people actually made redundant - do you think there should still have been a rep? I think they have done it in stages to avoid reps etc!!

getmore4less wrote: »

If they do relocate the jobs make sure any relocation package is known even if it is a local move some assitance with extra travel costs is worth asking for

The jobs are likely to be relocated in our head office - 200 miles away. They done that with the other dept - They cant expect anyone to move for a job paying less than £20k!!

thanks for the comments

getmore4less

josephine1888 wrote: »

Dont understand what extra protection there would be? I have checked the redundancy policy and dont see any mention of pregnancy

I don't understand all the implications, dates, SMP, maternity allowance etc.

The company policy will not tell you everything you ned to know or may be entited to, it can get complicated, do some web searches for info.
Some pages will be out of date but often the principles still apply it is the numbers that need updating.

If you start maternity leave I think is changes the rules espcialy for alternative positions.

Anyone up on the maternity stuff that can help?
Defnately seek advice perhaps try CAB.

I found this link no idea how accurate it is the numbers are out of date..
http://www.fawcettsociety.org.uk/documents/redundancyfeb09.doc.pdf