So, quick, answer me this – when making redundancies outside the collective consultation rules, do you need to consult with the affected employees about the selection criteria relied upon or only as to the proposed impact of those criteria on that person? Traditional wisdom would point to the latter. The selection criteria are a matter … Continue Reading
If we are right to think that the unravelling of lockdown will be accompanied by a sharp increase in the number of employees requesting to work from home, then many employers will shortly start to face some serious posers in relation to the flexible working scheme. These are not new questions, but will be thrown into … Continue Reading
Let’s get our terms straight to start with. Redundancy selection is where you have more than one person (say, A and B) carrying out a role for which the employer’s need has diminished, and then choosing which of them to let go. Bumping is where you have chosen the employee who is notionally redundant but … Continue Reading
Ensure you have evidence to support an employee’s score One thing we come across on a regular basis is managers who are unable to point to hard evidence, such as personnel records or appraisal forms, to support the scores allocated as part of the selection process. Not only does this leave scope for the employee … Continue Reading
Large-scale redundancies may not be happening (fortunately) to the same extent as in the aftermath of the financial crash of 2008 (and it’s too early to talk meaningfully about the possible implications of Brexit), but we are still often asked to advise clients in connection with smaller-scale redundancy exercises, often arising as a result of … Continue Reading
