Employer won't give a final figure

RDG1982

So are you all saying that I can't ask for the figure that they're going to pay me?

Undervalued

RDG1982 wrote: »

So are you all saying that I can't ask for the figure that they're going to pay me?

Well you can ask anything you like!

If you are saying you have agreed to a termination based on the normal standard statutory redundancy figures then the formula is clearly set out on the .gov website. It is based on how many years you have worked there, your age and your weekly pay (up to a certain limit). The first £30K will be tax free. Additionally you will get your notice pay of one week for each complete year of service (up to twelve) unless your contract specifies more. Finally you will get paid for any accrued but untaken holiday. Both your notice and holiday pay will be taxable in the normal way.

RDG1982

I get 4 weeks statutory. 8 weeks company. 4 weeks notice paid (we are paid 4 weekly)
I have taken the weekly average of my last 3 pays before I went on maternity leave and I have a figure that I have worked out I did that bit no problem.
However I don't know if Tesco has the same figure.
Also my letter clearly states that I have been made redundant.

RDG1982

I don't know if it makes a difference that the letter says "You are made redundant as of 07/08/17" That's why I've mentioned it above.

getmore4less

RDG1982 wrote: »

I get 4 weeks statutory. 8 weeks company. 4 weeks notice paid (we are paid 4 weekly)
I have taken the weekly average of my last 3 pays before I went on maternity leave and I have a figure that I have worked out I did that bit no problem.
However I don't know if Tesco has the same figure.
Also my letter clearly states that I have been made redundant.

Notice is not tied to pay cycle it is contractual or statutory as outlined in a previous post.

Why have you used those 12 weeks to calculate your payment?

With VR you get them to explain the offer before acceptance not after.

Fairly standard practice to say the termination is redundancy as it is, but on agreed terms not statutory.

Helps people, simplifies the post termination question why did you leave.

martinsurrey

getmore4less wrote: »

Fairly standard practice to say the termination is redundancy as it is, but on agreed terms not statutory.

Helps people, simplifies the post termination question why did you leave.

it IS redundancy, and will be taxed as such.

Their first selection procedure for the redundant positions was "hands in the air", which is a perfectly acceptable method.

getmore4less

martinsurrey wrote: »

it IS redundancy, and will be taxed as such.

Their first selection procedure for the redundant positions was "hands in the air", which is a perfectly acceptable method.

Where does the OP say that?

The advantage to a company of offering a VR option is the don't have to comply with the legal process for those that volunteer.

martinsurrey

getmore4less wrote: »

Where does the OP say that?

The advantage to a company of offering a VR option is the don't have to comply with the legal process for those that volunteer.

That's because the legal process IS them volunteering.

simple guide

There is NO difference between a redundancy and a voluntary redundancy other than the selection criteria.

Every redundancy is a "termination on the grounds of redundancy", Voluntary is no different legally.