Voluntary Redundancy Help

Curiousgirl1

Hi, I wonder if anyone can give me a bit of advice please? 

My firm recently offered voluntary redundancy, email was sent round stating there was a limited amount available, they called it severance rather than redundancy. 

There was a closing date for requests of 13/08 & a lot of people applied. Responses were given within a couple of days of a notice of intention being sent, most people got rejected and the ones that got accepted seem to be the ones who are on development plans or who have a bad sickness record and these were well before the closing date for applications. 

A further email was sent round last week, reminding everyone of the closing date, again after those who had already applied had either been accepted or rejected. 

It seems to me that my company had a list of who they wanted to get rid of, which I understand they want to get rid of the ‘deadwood’ but my question is, is it legal to do it this way? Should people only be contacted after the closing date rather than before as if they have a limited number, how do they know they will get their quota. It seems that some employees are getting rewarded with a redundancy package of £1000’s for being a rubbish at their job, doesn’t really seem fair, and yes I am very bitter I didn’t get mine 😂

MattMattMattUK

Curiousgirl1 said:

Hi, I wonder if anyone can give me a bit of advice please? 

My firm recently offered voluntary redundancy, email was sent round stating there was a limited amount available, they called it severance rather than redundancy. 

There was a closing date for requests of 13/08 & a lot of people applied. Responses were given within a couple of days of a notice of intention being sent, most people got rejected and the ones that got accepted seem to be the ones who are on development plans or who have a bad sickness record and these were well before the closing date for applications. 

A further email was sent round last week, reminding everyone of the closing date, again after those who had already applied had either been accepted or rejected. 

It seems to me that my company had a list of who they wanted to get rid of, which I understand they want to get rid of the ‘deadwood’ but my question is, is it legal to do it this way? 

Yes, because the process is entirely voluntary. 

Curiousgirl1 said:

Should people only be contacted after the closing date rather than before as if they have a limited number, how do they know they will get their quota. 

It is likely that some of those they wanted shot of had not applied, so they wanted to give people a reminder, then they can pick the useless ones to get rid of.

Curiousgirl1 said:

It seems that some employees are getting rewarded with a redundancy package of £1000’s for being a rubbish at their job, doesn’t really seem fair, and yes I am very bitter I didn’t get mine 😂

After which point they are then unemployed and if they are useless then they will struggle to either get, or retain new employment. Meanwhile the company had to pay out some money to get rid of them, but in the long run it would have cost them more anyway. It is also an unfortunate reality that it is often very difficult to get rid of the lazy, workshy or ineffective, the process is long, tedious and even the slightest error opens you up to claims of unfair dismissal, so this would have been the easiest way for the company.

lincroft1710

In a voluntary redundancy scenario it makes sense for the employer to choose the least effective/efficient or most costly applicants. Those who were chosen cannot complain because they volunteered to leave, those who weren't chosen cannot complain because they are still in employment

Scrounger

Curiousgirl1 said:

....the ones that got accepted seem to be the ones who are on development plans or who have a bad sickness record and these were well before the closing date for applications. 

It seems that some employees are getting rewarded with a redundancy package of £1000’s for being a rubbish at their job, doesn’t really seem fair, and yes I am very bitter I didn’t get mine 😂

My advice is to take more time off sick (a bout of stress can be particularly effective) and ensure you are one of the lesser performers - you might get lucky next time 

Scrounger

Thrugelmir

Curiousgirl1 said:

It seems to me that my company had a list of who they wanted to get rid of, which I understand they want to get rid of the ‘deadwood’ but my question is, is it legal to do it this way? 

If the "deadwood" wishes to walk the plank what's not legal?  Voluntary redundancy is often the first step in restructuring a business. Far easier and quicker than a formal redundancy process. Which would see the same people score low on the matrix that would be used and probably be redundant anyway. A business isn't a charity and to cut costs will wish to lose the least productive members of staff. Having a job and a regular income should never be underestimated. Remember by remaining your own redundancy entitlements will be accruing further,