Being made redundant means your employer is dismissing you from your job. As a rule, staff redundancies occur when there is a need to reduce the company workforce.
REASONS FOR REDUNDANCIES: There are various 'genuine' reasons to make staff redundant from work such as:
Despite all these valid reasons, employers have responsibilities to treat their employees fairly. In some cases, there may be alternatives to employee redundancies.
Individual redundancy takes place if an employer lays off less than 20 staff at one establishment. A collective redundancy is making 20 or more employees redundant at the same establishment within a 90 day period.
But, they must follow the correct redundancy process any time they make staff redundant. This guide provides an overview of employee rights for those who are facing a layoff from work.
The notice period and payment arrangements are vital parts of handing in your notice. Check what things an employee should consider before resigning from a job.
Employers must follow several important rules when they are making staff redundant. Arranging proper consultations and issuing notice periods are part of redundancy regulations.
Employers sometimes struggle to find enough labour for all the workforce. That means you could get laid off or given short-time working hours.
Employers have a legal right to proper redundancy consultation during the deliberations. Employers must consult with their employees before making any redundancies.
Age, weekly pay, and the number of years worked in the job determines statutory redundancy pay. But, you only qualify after working at least 2 full years for your employer.
You can get support and advice through the Rapid Response Service at your local office of Jobcentre Plus. They also provide on-site support for large scale redundancies.
Redundancy support gets delivered through Partnership Action for Continuing Employment in Scotland. The same service is available through the ReAct scheme in Wales.
Redundancies Guide: How to Make an Employee Redundant