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Confidential Redundency Grid!

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I am in the process of being made redundant, I was wondering if someone could clarify something for me please.
I have been told by email what my redundancy calculation is and which contract I am on ( I work for a company that has mergered with others) but the calculation for my weeks seems lower than other peoples who are younger than me and on the same contract.
I requested mine to be checked and asked how it was calculated and just had a reply that it was correct and it was worked out on a confidential grid.
How can I check that I am being given the correct calculation?
Many thanks for reading
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Comments

  • lulu650
    lulu650 Posts: 1,158 Forumite
    Part of the Furniture 1,000 Posts Name Dropper
    I'm not sure what is meant by a confidentiality grid unless you are talking about a voluntary redundancy with enhanced payment wrapped up in a Compromise or Settlement Agreement. You haven't stated whether it's based on statutory or actual pay but the calculator is here and based on years of work and age

    https://www.gov.uk/calculate-your-redundancy-pay
    Saving money right, left and centre
  • whitts
    whitts Posts: 328 Forumite
    Part of the Furniture Combo Breaker
    Many thanks for your reply lulu650

    Unfortunately it is not a voluntary redundancy package, i am being given more than the statuary basic, however everyone seems to be getting different calculations, hence why i asked my employer for the calculation and they said it was done on a grid but it was confidential.
  • kittkatt82
    kittkatt82 Posts: 33 Forumite
    Hi, just some thoughts on this matter, firstly you should seek union advice. If your employer is honoring the terms of your contract then they are probably acting fairly and within the law. The discrepancy would be why, following malgamation of companies, people remained on old contracts as these should have been reviewed and standardised to ensure equality of staff. If there's a possibility that you are being offered less than others who do the same job as you, or because of your age, gender, disabilitato,race etc you should seek legal advice under the equality act. If it is a public sector organisation, you can request the info under freedom of information act. Seems like they're up to something as a calculation formula should be easy to access, only the individual's personal info should need to be confidential. Good luck with your enquiries
  • whitts
    whitts Posts: 328 Forumite
    Part of the Furniture Combo Breaker
    Thank you for your information kittkatt82

    I work/ed ! for a Limited company and that is what i think,
    Seems like they're up to something as a calculation formula should be easy to access, only the individual's personal info should need to be confidential.
    As i do no have a union rep i might contact ACAS as they might be able to help
    Thank you again for your reply and kind words
  • lulu650
    lulu650 Posts: 1,158 Forumite
    Part of the Furniture 1,000 Posts Name Dropper
    whitts wrote: »
    Many thanks for your reply lulu650

    Unfortunately it is not a voluntary redundancy package, i am being given more than the statuary basic, however everyone seems to be getting different calculations, hence why i asked my employer for the calculation and they said it was done on a grid but it was confidential.
    But you need to see how they've worked out your redundancy figure. Part of the consultation process is making sure that you understand what is going on. Everyone will be getting different figures based on the number of years they have worked at the company, age and, presumably, their salary but there is no reason I can think of that the calculations should be different.

    Companies do make mistakes with the final figures for redundancy. You may have asked for the calculations verbally, can I suggest you put the request in writing and get their response in writing before contacting ACAS.
    Saving money right, left and centre
  • zzzLazyDaisy
    zzzLazyDaisy Posts: 12,497 Forumite
    Part of the Furniture Combo Breaker
    As Lulu has said, you are entitled to know how your redundancy payment is worked out, so you can check that it is based on correct information.

    There may be good reasons why someone younger than you is getting a higher payment - longer service, higher current salary, more holidays outstanding, being the most obvious ones - and you are not entitled to know how their packages have been calculated so you may still not get an explanation for the disparity between your payment and theirs, but you should be given sufficient information to understand how YOUR payment has been calculated.
    I'm a retired employment solicitor. Hopefully some of my comments might be useful, but they are only my opinion and not intended as legal advice.
  • zzzLazyDaisy
    zzzLazyDaisy Posts: 12,497 Forumite
    Part of the Furniture Combo Breaker
    kittkatt82 wrote: »
    The discrepancy would be why, following malgamation of companies, people remained on old contracts as these should have been reviewed and standardised to ensure equality of staff. If there's a possibility that you are being offered less than others who do the same job as you, or because of your age, gender, disabilitato,race etc you should seek legal advice under the equality act.

    Just to be clear - there is NO obligation to standardise contracts after a merger, and in fact to do so may in itself be unlawful under TUPE (depending how the merger came about). It is also not unlawful to pay people doing the same job different salaries - there is absolutely no legal obligation on an employer to ensure equality of staff in a general sense. The Equality Act only applies to discrimination on the grounds of a protected characteristic such as race, age, sex, disability.
    I'm a retired employment solicitor. Hopefully some of my comments might be useful, but they are only my opinion and not intended as legal advice.
  • whitts
    whitts Posts: 328 Forumite
    Part of the Furniture Combo Breaker
    Thank you lulu650 and zzzLazyDaisy for your reply.

    I did in fact email and ask how the calculation had been made so I could understand and check it was correct and my reply by e mail from H/R was
    [FONT=&quot] it is not as simple as a specific formula[/FONT]
    and
    [FONT=&quot]Whilst this may seem confusing to you, please be assured that your calculation is correct based on the information we have for you[/FONT].

    All I am trying to do is check i have the correct calculation, which to me should be quiet a simple question to my employer.
  • caeler
    caeler Posts: 2,637 Forumite
    Part of the Furniture 1,000 Posts Mortgage-free Glee! Photogenic
    Something doesn't feel right to me. As all others have suggested you have a right to know how your redundancy compensation is calculated. I think your going to need to raise a grievance to get it (which I don't advise lightly) but this is far too important not to get a decent answer. 'Not as simple as a specific formula' and 'whilst this may seem confusing be assumed your calculation is correct' is absolute rubbish and no sane person would accept this. As others have already said, others may get different values due to different terms protected by TUPE.
  • zzzLazyDaisy
    zzzLazyDaisy Posts: 12,497 Forumite
    Part of the Furniture Combo Breaker
    whitts wrote: »
    [FONT=&quot]Whilst this may seem confusing to you, please be assured that your calculation is correct based on the information we have for you[/FONT].

    Well that is the point, it is based on the information they have for you, which may be incorrect. It is not unknown for employers to have the wrong information, especially if the employee has joined from another company as part of a merger.

    I suggest that you e-mail them back and tell them that you remain concerned about the fact that your severance payment appears to be less than that of some younger employees with less service, and ask them to provide the information that they have for you which they have relied on in making the calculation so that you can check that it is correct.

    Are you still an employee of the company at the moment? If so I suggest that you lodge a formal grievance under the company's procedures, which should involve an independent manager who hopefully would get more sense out of them.
    I'm a retired employment solicitor. Hopefully some of my comments might be useful, but they are only my opinion and not intended as legal advice.
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