Getting Redundancy Right

Video Modules List

MODULE 1

What is redundancy?

Early planning

A fair procedure

MODULE 2

Definition of redundancy

Part One of the s139 definition

Part Two of the s139 definition

Miscellaneous points

Restructure v redundancy

Challenging the fairness of a redundancy

MODULE 3

Recruitment freeze and withdrawing job offers

Lay off and short time

Voluntary redundancies

Reducing working hours or salary

Salary deferrals

Sabbaticals

Seven miscellaneous ways to avoiding redundancy

MODULE 4

Pool of one

Should you use a narrow or wide pool?

The two rules for choosing your pool

Consulting over the selection pool

MODULE 5

Objective v subjective criteria

Clarity of criteria

The matrix method

Last in, first out and length of service

Performance and skills

Absence criteria

Cost to the business

Miscellaneous criteria

MODULE 6

Scoring

Interviews and assessments

Do you always need to consult?

When do you start the consultation process?

How long should the consulation last for?

What should you consult over?

How to end a consultation meeting

Responding to challenges to scores

Consulting with people not in the workplace

Consulting with those who are out of the workplace?

Conclusion

MODULE 7

‘An’ employer

20 or more employees

One establishment

When does the duty arise? ‘Proposing’ to dismiss

Dismiss 'as redundant’

Consult with whom?

How long should consultation last?

Protective award

'Special circumstances’ defence

HR1 form

MODULE 8

What is a ‘suitable’ job?

How thorough does the search have to be?

Women on maternity leave

Four week trial period

Loss of entitlement to redundancy payment

MODULE 9

Procedure: a recap

Appeals

Time off to seek new work

Timing of giving notice

Payments

Exit packages and settlement agreements

Compensation for unfair dismissal

MODULE 10

Voluntary redundancy

Bumping

Redundancy following a TUPE transfer

Impact of furlough

National insurance fund

Further help

See Testimonials