Redundancy Consultation Meeting

kborom

I have one next Tuesday, very sure my boss wants me out so I do not plan on challenging the redundancy and there is a good pay-off according to the letter they gave me.

I do have a few queries though on the meeting and also the period between this meeting and my redundancy ( about 6 weeks):

1. Anything to be wary of at this meeting?
2. Is it worth taking someone along? I don't intend arguing the case so would I gain from having someone there?
3. Can they change the redundancy payout for any reason after this consultation?
4. Have I got any rights between the consultation and redundancy? Can I force them to give me time off for interviews etc?

Thanks for any help or advice offered.

getmore4less

Good idea to take a witness.

If you want out best to not to give the game away.

Consult about the reasons and how they are choosing(if you are) etc.

Get the terms confirmed.

redundancy payout(based on service including statutory notice from the date of notification of termination)
notice/PILON/garden leave what are they going to want to do
Accrued holiday payments.


Ask about time of for job searching, this should be reasonable and 2/5 of a weeks worth in total can be paid, more if they are generous

kborom

Thanks for the response. Full PILON, so once they make a decision I am out, works for me as it is a bigger tax free pot.

I assume it is worth asking for things like time off, training etc as they can only say no!

getmore4less

Definately ask, once at risk then consultation is about minimizing the impact to both employer and employee or eliminateing the need to make people redundant.

Get your JSA application ready as well.

PILON can be taxable under a lot of circumstances so get that confirmed.

jazzyman01

If they find that they do need to retain your services after stating that your role is likely to be redundant, they can do so and you will not have an automatic right to go.

If, however, you are working your notice and getting close to the departure date and have found alternative employment, you could argue that redundancy would still apply.