Redundancy question

herecomesaregular · Sep 13, 2017

Sorry, not football related but what with all the expertise on NSC....

Going to a role "at risk" meeting today., at work.
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I started on Bank (zero hours) then part time then full-time since 2010.

My current contract start date states "Date of continuous service" as 2006.

I was just looking at the Gov Redundancy Calculator as I'll only get statutory redundancy.

Does anyone know whether "years of service" is calculated from this continuous service date or will they look at dates when part time, full time and then it's only proportional?

Also, does the company have to tell me the redundancy figure in advance, as there may be other options as well as redundancy?

cheers for any help, stressful times.

UTA!

Blue Valkyrie · Sep 13, 2017

Sorry to say that 'at risk' is just code for 'you are gone'.

Been there myself, things were rocky for a while and like for most people it eventually worked out well in the end.

Not sure about your dates though.

mikeyjh · Sep 13, 2017

Blue Valkyrie said:
Sorry to say that 'at risk' is just code for 'you are gone'

In fairness, it could mean that they are, for instance, reducing 50 jobs down to 30 and they would therefore be applying whatever factors to decide who goes and who doesn't...

Marshy · Sep 13, 2017

Blue Valkyrie said:
Sorry to say that 'at risk' is just code for 'you are gone'.

Been there myself, things were rocky for a while and like for most people it eventually worked out well in the end.

Not sure about your dates though.

Not always at risk is "gone" I have been at risk a few times... and only on one occasion was i made redundant, the other it seemed like a bit of a witch hunt to get rid of a few unsavoury employees...

With regard to the dates, I am pretty sure the date of continuos service is the one you calcualte from... don't hold me to it though

Blue Valkyrie · Sep 13, 2017

Marshy said:
Not always at risk is "gone" I have been at risk a few times... and only on one occasion was i made redundant, the other it seemed like a bit of a witch hunt to get rid of a few unsavoury employees...

With regard to the dates, I am pretty sure the date of continuos service is the one you calcualte from... don't hold me to it though

OK, it must depend on the company.

Where I was, all of the 'at risk' were booted out. It was just going through the legal process, there was no actual chance of the 'risk' being less than 100%.

ManOfSussex · Sep 13, 2017

When I was made redundant a few years back, other options were given in terms of vacant roles within the company I wasn't qualified for. If the worse does come to the worse, you will have to see an employment lawyer, paid for by your firm, who will take you through it all and answer all your questions. Best of luck.

Normski1989 · Sep 13, 2017

Redundancy pay is calculated from when your employment started, regardless of how many hours you worked or were contracted to. However, as redundancy pay is based on your weekly earnings, they may be able to use your average weekly pay to calculate the amount on a year by year basis.

Tim Over Whelmed · Sep 13, 2017

Normski1989 said:
Redundancy pay is calculated from when your employment started, regardless of how many hours you worked or were contracted to. However, as redundancy pay is based on your weekly earnings, they may be able to use your average weekly pay to calculate the amount on a year by year basis.

This, also age is a factor, i.e. if you are over 45?

WilburySeagull · Sep 13, 2017

Good luck with meeting.

Only general advice as don't know your circumstances exactly.

You should get chance to suggest alternatives to redundancy but there may not be any.

SRP is calculated on continuous service and based on your pay at date of redundancy. It does not matter if you were employed part time etc in the past so long as your actual employment was continuous. There is a cap of £489 per week in the calculation and 20 years service (latter is irrelevant in your case.) They should tell you the figure in advance. You may also want to ask about notice pay because they have to give you the statutory notice which is one week for every complete year of service in your case. They could offer to pay you in lieu of the notice which could be a nice addition and might be tax free depending on your contract of employment.

Just in case you worry about forum advice, I am a retired Human Resources Manager. If you want to talk more please PM me.

DavidRyder · Sep 13, 2017

Good luck, hope you get some positive news.

MattBackHome · Sep 13, 2017

herecomesaregular said:
Sorry, not football related but what with all the expertise on NSC....

Going to a role "at risk" meeting today., at work.
the
I started on Bank (zero hours) then part time then full-time since 2010.

My current contract start date states "Date of continuous service" as 2006.

I was just looking at the Gov Redundancy Calculator as I'll only get statutory redundancy.

Does anyone know whether "years of service" is calculated from this continuous service date or will they look at dates when part time, full time and then it's only proportional?

Also, does the company have to tell me the redundancy figure in advance, as there may be other options as well as redundancy?

cheers for any help, stressful times.

UTA!

I would expect the continuous service figure to be adhered to, and a simple calculation based on that. And yes, the HR rep should have the calculation ready for this meeting, even if it is only one of many options. If they don't have it then just ask. ACAS is your friend if any issues or questions at all.

Best of luck

PS I am no expert.though.

beorhthelm · Sep 13, 2017

i'm pretty sure the redundancy payment is based on the current (weekly) pay, not historic. you may have changed role/pay several times, but the redundancy is in relation to the current position.

and "at risk" certainly doesnt mean "bye", very much depends on how many they are culling, what the roles are and where you fit. and how good a practice they are following. I've known one case were those at risk all kept their jobs in the end. ask about training and transfer to other roles (they are obliged to consider anyone up for redundancy for other open positions if suitable)

Westdene Seagull · Sep 13, 2017

ManOfSussex said:
When I was made redundant a few years back, other options were given in terms of vacant roles within the company I wasn't qualified for. If the worse does come to the worse, you will have to see an employment lawyer, paid for by your firm, who will take you through it all and answer all your questions. Best of luck.

Indeed - every time I've been caught up in a redundancy process it's been nothing but a tick box exercise. That why they just show you a list of vacancies regardless of your ability to actually fill them !

On the lawyer front, they don't have to pay for one in a straight forward redundancy - if it turns into a Compromise Agreement they do have to pay up to £350. Last time I used my lawyer my costs were £800 so the payment didn't cover my costs BUT she did get me three months tax free money instead of one month taxed !

ManOfSussex · Sep 13, 2017

Westdene Seagull said:
Indeed - every time I've been caught up in a redundancy process it's been nothing but a tick box exercise. That why they just show you a list of vacancies regardless of your ability to actually fill them !

On the lawyer front, they don't have to pay for one in a straight forward redundancy - if it turns into a Compromise Agreement they do have to pay up to £350. Last time I used my lawyer my costs were £800 so the payment didn't cover my costs BUT she did get me three months tax free money instead of one month taxed !

It must have been just company policy then, but my firm paid for a lawyer and fees of up to £500 on redundancies. My lawyer charged a standard fee of £150 for a redundancy and I delighted in instructing him to charge them the full £500, which he did and they paid! :lolol:

graysgull · Sep 13, 2017

Check out the gov.uk website, as there is a section dedicated to redundancy. It was helpful when my wife's company went bust. W

Sent from my SM-J510FN using Tapatalk

herecomesaregular · Sep 13, 2017

Thank you everyone, really helpful so far. Love NSC !

Left Back · Sep 13, 2017

herecomesaregular said:
Sorry, not football related but what with all the expertise on NSC....

Going to a role "at risk" meeting today., at work.
the
I started on Bank (zero hours) then part time then full-time since 2010.

My current contract start date states "Date of continuous service" as 2006.

I was just looking at the Gov Redundancy Calculator as I'll only get statutory redundancy.

Does anyone know whether "years of service" is calculated from this continuous service date or will they look at dates when part time, full time and then it's only proportional?

Also, does the company have to tell me the redundancy figure in advance, as there may be other options as well as redundancy?

cheers for any help, stressful times.

UTA!

Got made redundant a few years back, but my luckily, my redundancy terms were written into my contract and were better than the minimum so sorry I can't help with your specific question but you should get an interview where you are able to ask any and all questions as part of the process.

All I wanted to say is that it is a stressfull time, so stay strong and if the worst comes to the worst you will get through it and come out the other side.

Fingers croseed for you.

dejavuatbtn · Sep 13, 2017

You don't make any mention of a company redundancy scheme that could result in a better deal than standard terms. You need to look at your contract of employment and/or terms and conditions of service applying when you signed it. Good luck.

Tricky Dicky · Sep 13, 2017

Blue Valkyrie said:
Sorry to say that 'at risk' is just code for 'you are gone'.

Not necessarily. The first time I was told I was "at risk" nothing was ever mentioned again. I have also, though, been told I was at risk and took voluntary redundancy as I thought I was probably toast.

Two Professors · Sep 13, 2017

Good luck,been there three times,never pleasant.The good people at ACAS gave me excellent,free advice so worth looking on t'Internet.They knew the process from top to bottom,and offered intervention,if needed.Hope that's still on the go. :thumbsup:

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