What is individual consultation redundancy?
There are two different types of consultation meeting: Individual consultation – In this meeting your employer will meet with you and explain why you were selected for redundancy or why you were put at risk for redundancy. You will have an opportunity to explore any alternatives to redundancy (more on this below).
What is a redundancy consultation period?
What does consultation period mean in redundancy? Consultation period means the period of time during which an employer must carry out a meaningful consultation with employees who are at risk of redundancy or affected by it.
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.
How long should individual consultation last?
Length of consultation There’s no time limit for how long the period of consultation should be, but the minimum is: 20 to 99 redundancies – the consultation must start at least 30 days before any dismissals take effect.
What is the consultation period for redundancy for less than 20?
For less than 20 redundancies If you’re a small business looking to make less than 20 people redundant, there’s no minimum time for a consultation. However, the law says it must be considered “meaningful” or the redundancy could be considered unfair.
How long should individual redundancy consultation last?
Case law suggests that the bare minimum period for individual consultation is seven days but we would advise employers to consider a longer period to enhance their prospects of establishing the dismissal process as fair.
How long should consultation period last?
Consultation
| Number of proposed redundancies | Minimum consultation period before dismissal |
|---|---|
| 20 to 99 | 30 days |
| 100 or more | 45 days |
Can I be made redundant without consultation?
You must consult with your employees before finalising any redundancies. If you do not hold genuine and meaningful consultation before making redundancies, employees could claim to an employment tribunal for unfair dismissal.
What should I ask in an individual redundancy consultation?
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?
Can you be made redundant with less than 2 years service?
Apart from your individual meeting there isn’t a set process. Your employer still needs to have a clear process, but there are no rules about what it should be. If you’ve worked for your employer for less than 2 years your employer doesn’t need a redundancy process and doesn’t have to meet you individually.
Can you make just one person redundant?
It can consist of only one employee particularly if the work they do is unique and diminishing. You must be able to explain the reason for your pool selection. 4. Adopt a fair selection procedure – if more than one employee to be made redundant.
What employment rights do I have with less than 2 years service?
For the employee with less than 2 years service, this may mean that their contract of employment can be lawfully terminated, without further investigation or prior warning, and without the need for you to defend either your decision to dismiss or the way in which this is handled.
Can I fire someone with less than 2 years service?
By law, you can usually dismiss an employee with less than 2 years service without the need to demonstrate a fair reason for the dismissal, and with no positive obligation to go through a fair disciplinary or dismissal procedure.
Can I sack an employee within 1 year?
By law, you can usually dismiss an employee with less than two years of service without the need to demonstrate a fair reason for the dismissal and without the need to go through a fair disciplinary or dismissal procedure.
Can you dismiss someone within 3 months?
If you’ve decided to dismiss an employee, perhaps for poor work performance or bad conduct, you can do so at any time – either during, or at the end of, their probationary period. You don’t have to follow a procedure, give them a warning or even provide notice. However, it is considered good practice to do so.