Could some one please check these figures for me

TallGirl

Done my own calculations will show them to my boss and see what she thinks.

Statutory Redundancy £3,375.00 7.5 weeks x £450

Contractual notice £4,749.84 7 w x £678.55 ( my weekly salary)

Total £8,124.84

To be added 4 days leave entitlement £542.84 (£678.55/5 x 4 days)

Total incl leave £8,667.68

Statutory entitlement VounlaryOffer £10,000

Difference £1,332.32 = just under two weeks full pay.

Right let the negotiations commence.

stonsey

Just remember if you are negotiating you may be asked to sign a improvise agreement ( a legally binding agreement that says you will not take your employers to a tribunal). It is usual for you company to pay your solicitors fees for this advice

stonsey

Ps it will depend on the company's approach to this if they will be open to negotiation. As long as they follow a fair procedure they can make someone redundant with no extra cost so just be a bit careful £1,300 is better than no extra

zzzLazyDaisy

stonsey wrote: »

Just remember if you are negotiating you may be asked to sign a improvise agreement

Just to say the document is called a Compromise Agreement

zzzLazyDaisy

stonsey wrote: »

Ps it will depend on the company's approach to this if they will be open to negotiation. As long as they follow a fair procedure they can make someone redundant with no extra cost so just be a bit careful £1,300 is better than no extra

This is the point really. They don't have to offer you VR. They don't have to pay you any more than statutory (on the basis that a fair redundancy procedure will result in someone being fairly selected - that might not be you, but it would be cheaper for the company). They also most certainly do not have to allow you to work your notice AND make you a payment in lieu of notice, which is what you seem to be wanting - it is either/or.

You need to decide whether you want VR first and foremost, and then take it from there. The minimum the employer has to give you is - contractual notice and allow you to work it, possibly insisting that any untaken leave be taken during the notice period, plus the statutory redundancy pay on termination. Work that out - anything else is a bonus.

getmore4less

Another angle (very much depends o nthe place) is to get others to kick up a fuss.

if the company is doing well and this is the first time they need to reorg where not everyone fits in then statutory payouts send the message that loyalty is worthless.

Some places just don't get this till it is pointed out, others don't care.

TallGirl

Thanks for the comments my boss has said she can see my concern and have raised it with her boss, don't think they can meet with me until Thursday so this drags on.

They have also told us all that they have recruited in Scotland and the person starts on the 4th March and wasn't that exciting. It's in England and Wales they are getting rid of a person.

getmore4less

Was the job in scotland a potentialy suitable alternative and offered up to those at risk?

TallGirl

getmore4less wrote: »

Was the job in scotland a potentialy suitable alternative and offered up to those at risk?

No it was not offered they had almost finished recruiting before the announced the redundancy risks last Tuesday. They went to get pains today to tell us that that's post in a set contract and they had the "funding" for it back in January. It's identical to the new roles they are offering us to apply for. It's a large private family owned company with 2000+ employees.

stonsey

zzzLazyDaisy wrote: »

Just to say the document is called a Compromise Agreement

Thanks - spell checkers!:mad: