Redundancy Question

[anonymous-user]

I have been contracting at Microsoft for the last 10 years in a training and development role - sort of executive coaching for new starters.

The first 5 years I contracted through an agency and then 5 years ago Microsoft changed it's preferred vendors globally and I became a full time employee of a company called General Physics working a 4 day (30 hour) week. So the contract for the last 5 years has been between Microsoft and GP and GP effectively rent me out as one of their employees.

It looks highly likely that the contract will not be renewed by Microsoft as of 31 December (my new Microsoft manager has stated so but no further information is forthcoming at the present time) so I wondered what my situation with GP is.

I suspect that GP will not be able to use my skills in any other part of their business (what I do for Microsoft is very specialised and based on the fact that I worked directly for them as a full time employee for over 10 years before contracting) so am assuming that GP will have no further use for me.

I believe contractually they need to give me a months notice but are there any statutory rights that I have? Can they simply let me go after 5 years because this contract is being terminated or do they have to try to find me another job or offer redundancy if there is nothing similar on offer? Is there anything else that I should be aware of?

Thanks
Gary

[edc]

Redundancy is a potential but more likely you will be subject to TUPE either by Microsoft putting the contract out to tender or bringing the work back in-house. If that is not the case and your current company cannot re-deploy and your current role is no longer needed then it will be a fairly standard redundancy process.

[fido]

garyhun said:

Is there anything else that I should be aware of?

Check if your notice period is reciprocal - if it's 3 months then it might make it difficult for you to start your next role. Unless you're certain that you are going to be chopped.

[anonymous-user]

edc said:

Redundancy is a potential but more likely you will be subject to TUPE either by Microsoft putting the contract out to tender or bringing the work back in-house. If that is not the case and your current company cannot re-deploy and your current role is no longer needed then it will be a fairly standard redundancy process.

Thanks. The role itself is disappearing completely so it looks like standard redundancy.

[anonymous-user]

fido said:

Check if your notice period is reciprocal - if it's 3 months then it might make it difficult for you to start your next role. Unless you're certain that you are going to be chopped.

It's one month for both parties.

[Sir Bagalot]

When you moved to GP was it new employment or a continuation from the agency?

If not the 5 full years at GP = 5 weeks notice

[anonymous-user]

Sir Bagalot said:

When you moved to GP was it new employment or a continuation from the agency?

If not the 5 full years at GP = 5 weeks notice

My employment with Microsoft was continuous but the agency hand over was a separate issue. I stopped working with Brook Street on 31 December and then became an employee with GP on Jan 1. So my contract ended and a new one started over that period.

It means that I miss out on 5 years by one day so it's a month notice.

[Dan_M5]

garyhun said:

Sir Bagalot said:

When you moved to GP was it new employment or a continuation from the agency?

If not the 5 full years at GP = 5 weeks notice

My employment with Microsoft was continuous but the agency hand over was a separate issue. I stopped working with Brook Street on 31 December and then became an employee with GP on Jan 1. So my contract ended and a new one started over that period.

It means that I miss out on 5 years by one day so it's a month notice.

Ignore the Microsoft aspect of it.

Your employed by GP until they give you notice of redundancy even if your not at the client site any more you're still employed.

[anonymous-user]

Actually just had a call from GP. I have an official meeting with HR on Monday to outline the procedure but effectively they will use January to look at redeployment prospects and then, if nothing come from that, redundancy.