Redundancy Coaching Couch 1: Redundancy and Presuppositions

Redundancy is a form of dismissal from your job, caused by your employer needing to reduce the workforce. It can happen for several reasons, including company closure, the role no longer being needed, or needing fewer employees for particular roles.

Redundancy rules vary depending on your contract and the length of your employment. Generally, your employer is required to follow a fair process, provide appropriate notice, and offer redundancy pay if you've been with the company for two years or more.

Statutory redundancy pay is based on your age, weekly pay, and the number of years you've worked for your employer. The basic calculation is 0.5 week’s pay for each complete year of service under age 22, 1 week’s pay for each complete year of service between age 22 and 41, and 1.5 week’s pay for each complete year of service over age 41.

During redundancy, you have the right to a fair process, which includes consultation with your employer, being considered for any alternative roles within the company, and receiving redundancy pay if eligible.

Yes, you can challenge your redundancy if you believe the selection process was unfair, you weren't properly consulted, or you weren't offered suitable alternative employment. Initially, you should raise your concerns with your employer. If unresolved, you might consider legal advice or contacting an employment tribunal.

A consultation period is a time when your employer discusses the impending redundancy with you. For 20 or more redundancies, it must last at least 30 days, and for 100 or more redundancies, at least 45 days. The aim is to explore ways to avoid redundancies, reduce the number of job losses, and mitigate the consequences.

Suitable alternative employment refers to another role within the organization that is appropriate for your skillset and experience. If available, your employer should offer you this position when making redundancies.

You can refuse suitable alternative employment if you believe it isn’t appropriate for various reasons, such as a significant change in terms and conditions. However, refusal might affect your redundancy pay unless you have a valid reason.

If you are made redundant while on maternity leave, you still have the same rights, including the right to consultation, redundancy pay, and the right to be offered suitable alternative employment if available before other employees.

Yes, you can be made redundant while on sick leave, but your employer must follow the same fair process, provide appropriate notice, and offer any redundancy pay you are entitled to.

PILON stands for Payment in Lieu of Notice. It means your employer can pay you for your notice period rather than requiring you to work through it. This payment should be in your employment contract or mutually agreed between you and your employer.

Yes, your employer can ask you to work during your notice period after redundancy. If you are still employed during this time, you have the right to your usual salary and benefits.

Voluntary redundancy is when employees choose to be made redundant, usually in exchange for a financial incentive. It’s often offered as an alternative to compulsory redundancy, allowing those who volunteer to leave and often receive an enhanced redundancy package.

'At risk of redundancy' means your job might be made redundant. It signals that you should prepare for the possibility, but a formal decision has not yet been made.

Redundancy coaching can help you navigate the redundancy process, offering support in understanding your rights, exploring new career options, improving your employability, and managing the emotional impact of job loss.