How do I prepare for a redundancy consultation meeting?
Table of Contents
How do I prepare for a redundancy consultation meeting?
Questions to ask at redundancy consultation meeting
- What are the aims and objectives of the consultation exercise?
- What is the rationale of the proposed changes?
- Are there any proposed alternative positions available, and if so, are there job descriptions available?
What is a redundancy consultation meeting?
What is a redundancy consultation meeting? It is a legal requirement for your employer to consult with you before a decision is made on whether you are being made redundant. Most employers will fulfil this legal obligation by inviting you to a redundancy consultation meeting.
What questions should I ask in a redundancy meeting?
Ask why; why now; what are they hoping the redundancy or redundancies will achieve; what will happen to your duties and responsibilities; what alternatives have they considered (for example, furlough etc)? Make sure your concerns are known and make sure you obtain a response from your employer to your questions.
Can you record a redundancy consultation meeting?
Record the meeting, all consultation meetings should still have notes taken so there is a record of the meeting. However, using a zoom call or teams meeting etc. the meeting can be recorded saving someone having to take notes of the meeting.
Can I bring a friend to a redundancy meeting?
Your employer might let you bring someone with you to your redundancy meetings – for example someone from your union or HR. It can be helpful to have someone there to take notes and support you. If this isn’t mentioned in your redundancy process, ask your employer if you can bring someone.
Should redundancy consultation meetings be minuted?
For example, employees may agree to reduce their hours (either temporarily or permanently) or to temporary lay-offs, to take a period of unpaid leave, or accept redeployment opportunities. It is highly advisable to have someone taking minutes at the meetings.
What if an employee refuses to attend a consultation meeting?
If an employee refuses to attend consultation meetings, you should first try to find out why. Avoid jumping to a negative conclusion and try to have a meeting with them to discuss the situation if possible. It may be appropriate to carry out the consultation another way, for example in writing.
Who can sit in on a redundancy meeting?
How many redundancy consultation meetings are there?
two meetings
What should happen in a redundancy consultation? A redundancy consultation should involve at least two meetings with the employee and must be a genuine attempt by the employer to engage with its employee over the question of their possible redundancy.
Does HR need to be present during redundancy?
If you’re an employee affected by redundancies, by law your employer must consult you. This is even if you’re not at risk of redundancy yourself. Your manager or the person leading the redundancy changes should arrange a private meeting with you.
Does redundancy consultation have to be face to face?
Your manager or the person leading the redundancy changes should arrange a private meeting with you. The meeting can take place on a phone or video call if you both agree to it and there’s a clear need, for example when working remotely during the coronavirus (COVID-19) pandemic.
When should redundancy consultation start?
There should be enough time to consult employees and their representatives, and include any of their suggestions you agree to. You must start consultation for: 20 to 99 redundancies – at least 30 days before. 100 or more redundancies – at least 45 days before.
