Compulsory redundancy

What are compulsory redundancy? Are voluntary redundancy packages compulsory? Are redundancies compulsory? It’s where a business can end an employment contract because of things such as a change in business circumstances. You can also call the process mandatory redundancy, but the more common term is “compulsory”.

And there are two forms: A reduction in staffing numbers.

The selection criteria for compulsory redundancy should be fair to all employees and employees should not be selected because they are union leaders, pregnant, disabled etc. Compulsory redundancy. If you decide you need to make compulsory redundancies , you must: identify which employees will be made redundant.

A low head count of volunteers often in a need to make compulsory redundancies. Note: This guide also explains the difference between voluntary redundancy and compulsory redundancy. Struggling businesses often use voluntary redundancy (VR) to downsize or restructure. This is a painful situation for the staff as many of those selected for redundancy do not wish to leave. Employees you make redundant might be entitled to redundancy pay - this is called a ‘statutory redundancy payment’.

To be eligible, an individual must: be an employee working under a contract.

You can claim statutory redundancy pay if you’re eligible and you’ve been temporarily laid off (without pay or less than half a week’s pay) for either: more than weeks in a row. A compulsory redundancy is one that is enforced by your employer and unfortunately you have no say in. On the other han your employer may offer you a voluntary redundancy but you are under no obligation to accept.

Employers can choose to offer voluntary redundancy packages to their employees before making compulsory ones. We will make every effort to ensure that staff surpluses do not arise and to avoid compulsory redundancies. However, when redundancies are unavoidable, they will be dealt with in accordance with the principles and procedures set out below.

If an employee agrees, it means you spend less time making compulsory redundancies. But it’s important to remember there’s a big difference between compulsory and voluntary redundancy. The former has a selection process, which then determines the roles and employees set to face redundancy.

According to redundancy law, you’re entitled to a minimum notice period of: weeks’ notice if employed for years or more. At least one week’s notice if you have been employed between one month and two years. One week’s notice for each year if employed between two and years. It’s up to your employer whether they actually select you if you volunteer for redundancy. Your employer cannot just offer voluntary redundancy to age groups eligible for.

Collective redundancies occur when a number of people are being made redundant by an employer at the same time. Lay-off, short-time working and redundancy. If your employer has no work available for you, or less work available than usual, you may be put on a lay off or short time working arrangement. Redundancy rules have changed during the COVID-pandemic.

An employee may be offered voluntary redundancy where compulsory redundancy is being considered by the employer, or the employee may ask for voluntary redundancy.

A deal has been agreed to avoid compulsory job losses among pilots at airline easyJet, their union has announced. The union said 7pilots were at risk of redundancy earlier this year, but 60. For no less than three weeks detailed negotiations had centred on the pretext that those volunteering to swap places with colleagues desperate to avoid compulsory redundancy would receive full VR terms which, dependent on length of service, can currently provide up to two years’ salary.

Pilots union Balpa has hailed a breakthrough in negotiations with easyJet which will mean none of the carrier’s 7pilots who were facing losing their job will be subject to compulsory redundancy. Balpa said a huge community effort had resulted in pilots leaving the carrier voluntarily. One week of pay for each full year (if they were or older—but younger than 41).

One and half week of pay for each full year—if they’re older than 41. Also, you must explain what the redundancy notice period is—and when the individual’s final day with your business will be. The company will send out a voluntary redundancy letter to all eligible employees asking for volunteers to be made redundant. If too few people volunteer for redundancy, compulsory redundancy may still be necessary for some people.

The CWU is urging BT Consumer to delay the rollout of site meetings to explain a possible move to ‘Team Based Scheduling’ on the back of the bombshell that BT Enterprise is refusing to rule out threat of compulsory redundancies. As with a compulsory redundancy scenario, you must make sure that redundancy is essential and that no other solutions, such as reducing benefits or working hours, exist. There is no difference as far as the rights of these two kinds of redundancies are concerned.