Not happy with redundancy offer

Undervalued

If they are only offering statutory redundancy then don't sign a settlement agreement. That way if evidence later comes to light that it was not a genuine redundancy situation then you still have the option of taking legal action.

They cannot make you sign one so there is only any point if you are being offered some financial incentive or, if you want to be made redundant when they might otherwise choose somebody else.

Technically there is no such thing as so called "voluntary redundancy". If the post is genuinely redundant the post holder can be dispatched quite lawfully on statutory terms. Anything else is a mutually agreed separation and would normally be subject to a formal settlement agreement to protect (primarily) the employer's interests. 

Thrugelmir

Undervalued said:

Technically there is no such thing as so called "voluntary redundancy". If the post is genuinely redundant the post holder can be dispatched quite lawfully on statutory terms.

Voluntary redundancy is offered when there's excess labour capacity within an organisation. By offering terms that exceed statutory requirements to anybody that wishes to apply. Organisations can effect restructuring far quicker than a more formal consultation process. Likewise can choose to dispense with deadwood painlessly. While refusing applications from individuals still deemed to be key. 

Undervalued

Thrugelmir said:

Undervalued said:

Technically there is no such thing as so called "voluntary redundancy". If the post is genuinely redundant the post holder can be dispatched quite lawfully on statutory terms.

Voluntary redundancy is offered when there's excess labour capacity within an organisation. By offering terms that exceed statutory requirements to anybody that wishes to apply. Organisations can effect restructuring far quicker than a more formal consultation process. Likewise can choose to dispense with deadwood painlessly. While refusing applications from individuals still deemed to be key. 

Yes I know what is meant by the term which is commonly used but, as I said, it is not technically redundancy.

General_Grant

Undervalued said:

Thrugelmir said:

Undervalued said:

Technically there is no such thing as so called "voluntary redundancy". If the post is genuinely redundant the post holder can be dispatched quite lawfully on statutory terms.

Voluntary redundancy is offered when there's excess labour capacity within an organisation. By offering terms that exceed statutory requirements to anybody that wishes to apply. Organisations can effect restructuring far quicker than a more formal consultation process. Likewise can choose to dispense with deadwood painlessly. While refusing applications from individuals still deemed to be key. 

Yes I know what is meant by the term which is commonly used but, as I said, it is not technically redundancy.

What is your technical definition of "redundancy" when being used in employment law?

kazwookie

What package do you want / or what do you want?

Go back to HR / who ever and start some negotiations, once you are clear on what you want / can offer in return.

Marcon

Undervalued said:

Thrugelmir said:

Undervalued said:

Technically there is no such thing as so called "voluntary redundancy". If the post is genuinely redundant the post holder can be dispatched quite lawfully on statutory terms.

Voluntary redundancy is offered when there's excess labour capacity within an organisation. By offering terms that exceed statutory requirements to anybody that wishes to apply. Organisations can effect restructuring far quicker than a more formal consultation process. Likewise can choose to dispense with deadwood painlessly. While refusing applications from individuals still deemed to be key. 

Yes I know what is meant by the term which is commonly used but, as I said, it is not technically redundancy.

You might want to read this to help you understand why it most certainly is redundancy: https://www.citizensadvice.org.uk/work/leaving-a-job/redundancy/voluntary-redundancy/

cents2dollars

I have worked for my company (a major UK employer) for 14 years. There is talk of redundancies and the offer is basic statutory redundancy pay which for me will be about £9k tax free. Then on top will be the 4 weeks pay of normal taxable wage as that's my notice period. There is no negotiation its take it or have it forced upon you. 

BrassicWoman

Also have a read of dismiss and rehire

https://www.acas.org.uk/changing-an-employment-contract/when-changes-are-not-agreed

Marcon

cents2dollars said:

I have worked for my company (a major UK employer) for 14 years. There is talk of redundancies and the offer is basic statutory redundancy pay which for me will be about £9k tax free. Then on top will be the 4 weeks pay of normal taxable wage as that's my notice period. There is no negotiation its take it or have it forced upon you. 

Having it forced upon you is the better option, especially if you have something like mortgage protection which would not pay out except in cases of forced redundancy. 

thebrexitunicorn

cents2dollars said:

I have worked for my company (a major UK employer) for 14 years. There is talk of redundancies and the offer is basic statutory redundancy pay which for me will be about £9k tax free. Then on top will be the 4 weeks pay of normal taxable wage as that's my notice period. There is no negotiation its take it or have it forced upon you. 

If you’ve worked continuously for the company for 14 years the minimum notice they can legally give is 12 weeks, regardless of what the contract says.