Possible Redundancy looming - employers withholding info ?

chiefgoobster

Hope anyone out there may be able to offer some advice please.
There is the real possibility of redundancy looming , albeit maybe in a year or slightly less time. How does an employee stand , if at all, if direct management , and including some higher up the chain, don't tell staff everything they know ?

I realise that management are always privvy to info that , at times, has to be kept to themselves, but what if they know info that we employees should have been told about earlier or there and then ? Is there some action of re-course that we can take ?....It would be no good blurting out in a meeting that I'm going to sue you (type of thing) without having the ammunition to fire back at them.

It is definately not worth speaking to my H.R as they are about as useful as a polystyrene anchor or a cat flap on a submarine.

Hope someone can see what I'm trying to say and any advice or leads would be greatly apprciated. Thanks for your time.
I have to log off for a while due to other comittments but will get back on here much later and thank anyone etc who does reply. Y'all have a nice day now y'hear !

getmore4less

There are some rights but not easy to enforce unless there is already worker consultation.(look that up)

What makes you think that something is going on?

Sometime the asking leading questions approach works better that being confontational

I understand that we lost contract X will there be redundancies.

I understand that Office in YYY is 1/2 empty any plans to consolidate offices

depends what you think is going on.

chiefgoobster

cheers Getmore4less for your reply,

we had a meeting today, chaired by a manager , who I'm inclined to believe what she says is the truth.....and she didn't say an awful lot that we hadn't of guessed anyway !

It's the managers above him/her that I don't trust and feel they would hang onto the truth otherwise staff would , if they could, vote with their feet and the last one out shuts the light off !

once again ,thanks for your time.

kb92830

In terms of redundancy there is only so much they actually to have to tell.

Ie. We are in a redundancy situation, we will be making so many people redundant, redundancies will be effective from this date, we have informed BERR, this is our process and this is our criteria. Other than that there is no legal obligation unless there is a consultative committe (dependant upon the number of employees) and even then as a committee they are supposed to be confidential.

Don't forget most managers do not know the truth either and possibly they will be impacted too so they probably have as much info as you

getmore4less

Ok nothing new.

Without more details it a work in the dark.

My approach is what do I want to happen(and work towards that).

Whats the potential redunancy package(leave or wait depends on service)
What are the stay in employment options is it worth trying(last out get nothing/little)
Did I want to move anyway(why wait).