Does my employer have to give me written notice of redundancy?
Redundancy notice periods
If your employer has selected you for redundancy you must be given a notice period before your employment ends. 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 12 years.
How do I tell my employees about redundancy?
Plan what you're going to say. Be you. Be empathetic – it's not about you. Keep it short – as soon as people hear that they are at risk of redundancy they are unlikely to take in much more of what you say. Pick your words carefully. Set a collaborative tone.
How much notice do you get for redundancy?
According to redundancy law, you're entitled to a minimum notice period of: 12 weeks' notice if you've been employed for 12 years or more. at least one week's notice if you've been employed between one month and two years. one week's notice for each year if you've been employed between two and 12 years.
You can be made redundant if the business closes down where you work. This is a genuine reason for redundancy. If you'll have been working for your employer for at least 2 years by the time you leave your employer should see if they can offer you a different job.
If you're being made redundant, you might be entitled to redundancy pay. You'll only get redundancy pay if it is a genuine redundancy - check if your redundancy is fair. 'contractual' redundancy pay - extra money your contract says you can get on top of the statutory amount.
In April 2021, these changes include the extension of IR35 reforms to the private sector, a tweak to the national minimum wage age bands, and increases to statutory redundancy pay and statutory maternity pay.
For example, if three months' notice were given on 1 February then this would equate to 12 weeks' notice. If three months' notice were given on 1 July then this would equate to 13 weeks.
If you have worked for your employer for one month or more, the legal minimum amount of notice you must give is one week. Normally your employment contract will set out a longer notice period. If it does, you should give this length of notice to your employer.
Fair reasons for redundancy must be objective and able to be measured. For example, attendance history, punctuality, skills and experience, performance and disciplinary history are all considered as fair reasons for redundancy. Length of service and qualifications may also be considered.
Step 3 – Let people know their post is at risk of redundancy
Now you've selected the pool of people likely to be affected, you need to start consulting with them about the elimination of the role or the substantial changes to the role or roles.
No, but often the issue of whether or not a job still exists is a complicated one. Your employer has to be reasonable when making you redundant. Your employer can make you redundant if they genuinely don't need you to do your job and your skills are no longer needed.
Yes, in respect of statutory entitlement to 5.6 weeks' paid annual leave under the Working Time Regulations 1998 (SI 1998/1833). A period during which an employee is working out their notice is a normal period of employment for this purpose.