Redundancy

Jacqui Brown
Member - 1 post

Yes, 30 days consultation period begins when you issue notification if you plan to make up to 20 employees redundant 90 days consultation period begins if you plan to make more than 20 employees redundant,

Statutory notice will be dependant upon length of service. Redundancy is a serious area and very complex I advise that you either contact or visit the ACAS website for step by step advice.

Anonymous

thank you very much for your help. acas was quite confusing but had a meeting with Citizens Advice and they didnt think any notice had to be given. i think i will call ACAS as you advised. thank you

Keith Gibson
Member - 1 post

My reading of the ACAS advice is that you have to give 30 days notice if you are contemplating making 20 or more people redundant and 90 days if more than 100 redundant. I conclude from this that if you are making 1-19 people redundant that you do not have to have a notification period. However, I would personally recommend giving 30 days notice even if it is one employee, to avoid any conflict with tribunerals

Lynne Burns - Vizards Tweedie
Online advisor - 5 posts

The duties upon employers in a redundancy situation depends upon the number of employees that the employer is intending to dismiss.

If the employer is intending to dismiss more than 20 employees, there is not only a requirement to give notice but also to collectively consult with employee representatives. The consultation period for dismissing 20+ employees is 30 days. This increases to 90 days if the employer is dismissing more than 99 employees.

In either individual or collective scenarios for redundancy there is a duty upon the employers to follow a fair procedure in implementing the redundancies and this includes following such a consultation process.

Therefore, notice to the employee is the last stage after consultation has taken place and is the bare minimum requirement.

If an employer simply gives notice of redundancy without having followed a consultation process, he runs the risk of the employee claiming that he/she has been unfairly dismissed.

Consultation would include items such as the numbers the employer is proposing to dismiss, the period over which dismissals will take place and any alternative employment options available to employees.