Apply for other roles or redundancy

ianianian_2

Morning,



I’ve justbeen given notice of consultation in work. We had a presentation and scriptedspeech which was incredibly vague, but I’m sure it ticked all of the legalboxes. I’m slightly unclear as they’ve effectively put everyone at risk andthen have asked us all to apply for a reduced number of slightly differentroles and I’m not sure what impact this has on the process as opposed to thestandard ‘we need to get rid of this group’. I therefore have a few questionsthat I was hoping that you could help with as I feel the business will be lessthat forthcoming:-

– Howdoes the process described above differ to a ‘standard’ redundancy?

– Arestaff discriminated against if they do not apply for one of the new roles?

– Whenis one able to take ‘reasonable time off work to look foranother job’ (direct.gov)?

– I’ve noticed a number of similarroles on the company website which don’t seem to be mentioned as part of thisprocess – is that reasonable?


Finally, on a slightly unrelated note – I wastaken on by the company just 3 months ago. I was told it was a secure role andtherefore turned down other opportunities, however it has now transpired that thiswas in the middle of two ‘restructures’. Is this good practice?



Thanks!!!!!!

caeler

In response to each of your points:

1. This is standard redundancy, the role you currently do no longer exists. Seperate to that is some redeployment opportunities, new roles which differ from existing roles. Another selection method could have been a pool to effect a reduction but it sounds like it isn't just a reduction that is required, but also to perform a new function too.
2. You do not have to apply for anything. You should not expect to be discriminated against although your employer will want to make sure you understand the consequences of not applying for any redeployment opportunity (ie. that you will not be redeployed and are likely to be made redundancy at the end of the consultation period). Your employer must make reasonable redeployment attemps with you.
3. Reasonable time off is legally available at the point notice is serviced however some employers offer it straight from the point you are placed at risk, some even offer 'redundancy counselling' to help you prepare for the outside world. Ask the question.
4. Not good practice to recruit then a few months later place these new hires at risk of redundancy.

ianianian_2

Thanks caeler - so it's just a case of applying for the new positions and if i don't get them making sure i get reasonable leave in my one weeks notice period :rotfl: