Should I be offered Redundancy???

peterr32

I appologise now if I start to ramble on.

I would like to know where I stand on Redundancy/Vol Redundancy. The company I work for has just taken over another small firm and a lot of the roles are doubled up. The person who is i suppose equal in roles to me has been offered redundancy(nothing in writing just verbal), due to the fact we will/are doing the same job shouldn't I have been approached about redundancy? Which I would probally take with open arms. I have been with the company 11 1/2 years where the other person has only been there 4yrs. They have been told how much they would expect to get, which isn't worth their while in the current economic lull to take.

All help and comments appreciated..

getmore4less

If it was a fair pooled situation who would get the job?

peterr32

I think it would be fairly equal as we both do the same thing in the separate companies. I don't know much about their academic history if that would make a difference. I know I only have gcse's.

getmore4less

If you want to go and the other one stay then a one approach is for them to mention that the roll should have been pooled as well.

I would talk to the other person and find out what they want

jazzyman01

The other person has been offered redundancy - not told they are redundant?

Whilst it is normal to pool jobs that are the same so that there is a fair selection - they may well have done that and not told you. As regard offering redundancy to you both, it is not a requirement. If there is something that you have experience in - or even cost if both the same - then the Company can choose who to let go.

SarEl

The employer cannot force someone to take redundancy without a fair process in place. But they can offer it to whoever they like on a voluntary basis. Redundancy isn't a right.

zzzLazyDaisy

They are under no legal obligation to offer you redundancy. On the contrary they have an obligation to take steps to avoid redundancy situations where possible, which would include consulting with employees who are at risk of redundancy to give them the opportunity to raise issues that might have been overlooked and thus give them a chance to save their jobs. If redundancy still looks inevitable they then have a duty to look for alternative work within the organisation and to offer any such work to the person threatened with redundancy.

So you can see that all the obligations are geared towards saving people's jobs and avoiding having to terminate their employment.