Redundancy after shared parental leave

avawat20

daisy23169 said:

To explain, if you've got 3 HR Assistants and 2 Training Assistants in a team and you're reducing the headcount to 2 HR Assistants and 1 Training Assistant, then that's a straight headcount reduction and a person on mat leave could get made redundant as there's no suitable alternative vacancy. 

If you've got 3 HR Assistants and 2 Training Assistants and you're restructuring to create 3 HR and Training Assistant roles which combine the duties, then that would likely be considered a suitable alternative role so you'd have to offer one of the new posts to the person on mat leave. You can then fill the other 2 roles from the remainder of employees in the redundancy pool. 

Not sure that example is clear, if the MAT/SPL person is in the department which you are reducing the headcount of and the roles stay the same then you will normally ring-fence these to all of those currently employed and do some kind of exercise to determine who gets what whether that is a selection process with or without interviews. The MAT/SPL leave person will take priority.

Thrugelmir

not2plan said:

Thrugelmir said:

You'll be treated equally.

Or more correctly I wont be unfairly disadvantaged for having been on SPL and missing out on the latest developments.

Unlikely to be a criteria used in the matrix.