A few question regarding redundency

Thanks for any advice anyone can give.
I've been given notice that the place I am in is one of 70 or 80 (100people) across the country  the company has that is closing.
The company are classing this as individual places if work and therefore just doing 121 consultations, is this right?

They are doing 3 consultations , (my first one was yesterday) with each staff member and are saying our last day of work is in 1st week march.
Are there set times there needs to be between consultations, and final day of work etc?
I would probably take the redundency and go, however annoyingly it is 10 years and 11 months to the day that I started , meaning I only get 10 years redundency and notice rather than 11 (probably worth £1k)
However, I've been told that I can try another position (if they find one) for 4 weeks and it won't affect my redundency offer.
Would this trial period extend my time beyond the 11 years? Or would my redundency and notice be calculated for my original Finnish date at 10m?
As it stands I will Finnish up 10 years and 11 months after starting, the company are saying my notice doesn't count as being employed with them as I'm bring paid 9 week's payment in Lou, is this right, I had assumed my notice period would count as working there?

When I do get my final pay, it will have almost a full wage, whatever hols I have left on, plus around 9 weeks notice pay.
1 only earn 21k per year so not on higher tax bracket, I get paid monthly.
Is there an easy way of working out how much tax and ni I will be deducted as I trying to work out how much I should pay off debt and how much I should keep in the event I don't find a job.

I know there's a load of questions, thanks for any help.


Comments

  • The first £30,000 of redundancy is tax free, reading between the lines you're well under that so don't need to worry.
    If a job is offered that you fancy and fits in with your personal life then I'd certainly go for it with a view of giving it your all, if your intention is just to expend your time an extra month then it's pointless, not worth the hassle, you'll loose valuable time finding a new job and you mess about other members getting you settled in the new roll.
    Best to leave in the right frame of mind.
  • Masomnia
    Masomnia Posts: 19,506
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    edited 22 February 2020 at 10:45AM
    Have you been given notice of termination? Even if so, your notice period should take you over the 11 year mark, so your redundancy pay should be calculated based on 11 years.

    Edit: notice should be 10 weeks; and any you don't work should be paid in lieu. Unless your contract specifies more than 10 weeks notice, otherwise it will be the higher amount.
    “I could see that, if not actually disgruntled, he was far from being gruntled.” - P.G. Wodehouse
  • Masomnia said:
    Have you been given notice of termination? Even if so, your notice period should take you over the 11 year mark, so your redundancy pay should be calculated based on 11 years.

    Edit: notice should be 10 weeks; and any you don't work should be paid in lieu. Unless your contract specifies more than 10 weeks notice, otherwise it will be the higher amount.
    exactly right. Your employment will end on the final day of your notice period. your letter will be giving you*notice* of redundancy, not that your being laid off there and then. so yes, if you've been there ten years, it's one weeks notice for every year worked = ten weeks.

    The other thing worth pointing out is that you are allowed to take two days off in every five working days. to look for work or attend job interviews etc..   Your employer is obliged to pay you this.   They are however, entitled to ask you for written proof of this (i.e. an email from a potential employer  or agency confirming an interview date, or a job search history)

    HTH

    Clive

  • Thanks for all the help guys.
    I'm had my second consultation now, on the third, I'm told I will either be offered a position elsewhere (unlikely) or told there is no job, I'd guess I'd get a letter there and then.
    However I'm being told everyone in branch will Finnish work on last day of next week, with everyone being paid in Lou of notice .
    The last day in the branch is 9 years and 11 months to the exact day I started with company.
    So as I can only count full years they are saying my notice doesn't count as employment, so only need to give me 9 weeks notice in Lou and 9 weeks redundency
    I thought that the notice was just notice and I'm still employed by them for my notice period, so would be well over the 10 years.
    Sounds like I needed to take this up with the union rep..thanks for any help once again.
  • James-may
    James-may Posts: 184
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    edited 25 February 2020 at 8:48AM
    Actually looking at ACAS website it says that payment in Lou of notice is instead of notice so they terminate my employment with immediate effect but pay me my legally required notice , but then I lose out in 1k as if I had actually worked that notice as would be beyond 10 years so would be entitled to  2 and half weeks more.
  • Undervalued
    Undervalued Posts: 8,793
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    James-may said:
    Actually looking at ACAS website it says that payment in Lou of notice is instead of notice so they terminate my employment with immediate effect but pay me my legally required notice , but then I lose out in 1k as if I had actually worked that notice as would be beyond 10 years so would be entitled to  2 and half weeks more.
    I am not sure it does, sadly!

    It may depend on whether your contract reserved the right to give pay in lieu of notice. Does it?

    If it doesn't then technically they are in breach of contract by not letting you work your notice. In most situations this is a moot point as people are generally delighted to get paid but not have to work for it! However there can be certain situations where this disadvantages them in other ways. So, most contracts reserve the right to give pay in lieu of notice.
  • Masomnia
    Masomnia Posts: 19,506
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    edited 25 February 2020 at 7:32PM
    If your statutory notice period (actually 9  weeks) would take you into 10 years service then they need to base your redundancy pay on 10 years service.
    “I could see that, if not actually disgruntled, he was far from being gruntled.” - P.G. Wodehouse
  • I spoke to union rep today who advised that while not morally right, it was within the law to terminate employment with immediate effect and pay notice in Lou, and that for redundency purposes and for paying notice  the date of termination, not the end of my notice period would be used.
    Can't say I agree, but if even the union are saying this not sure what I can do.
    I will bring it up at my 3rd and final consultation and see what they say.
  • Masomnia
    Masomnia Posts: 19,506
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    James-may said:
    I spoke to union rep today who advised that while not morally right, it was within the law to terminate employment with immediate effect and pay notice in Lou, and that for redundency purposes and for paying notice  the date of termination, not the end of my notice period would be used.
    Can't say I agree, but if even the union are saying this not sure what I can do.
    I will bring it up at my 3rd and final consultation and see what they say.
    Pay in lieu of notice is fine, and can be based on your actual length of service. Your redundancy pay is separate and should be based on the 'relevant date' (see section 145 of the Employment Rights Act) which is at least the end of your statutory notice period.
    “I could see that, if not actually disgruntled, he was far from being gruntled.” - P.G. Wodehouse
  • Masomnia said:
    James-may said:
    I spoke to union rep today who advised that while not morally right, it was within the law to terminate employment with immediate effect and pay notice in Lou, and that for redundency purposes and for paying notice  the date of termination, not the end of my notice period would be used.
    Can't say I agree, but if even the union are saying this not sure what I can do.
    I will bring it up at my 3rd and final consultation and see what they say.
    Pay in lieu of notice is fine, and can be based on your actual length of service. Your redundancy pay is separate and should be based on the 'relevant date' (see section 145 of the Employment Rights Act) which is at least the end of your statutory notice period.
    Thanks, I looked it up, looks like you are right.
    Not sure what union was  beon about then they have useless been from the start to be honest.
    Should be asking for a refund lol
    Thanks for the help.
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