Redundancy pay/Notice and hours cut advice please.
Discussion
A friend works for a small electronic repair company (been there 9 years). Last month (May) they reduced people’s days/hours blaming lack of work (it has been a tad quiet apparently). Now some people are being layed off and are only getting redundancy payment based on hours worked now and not on what they worked for all the previous years, Some people have been here 10+ years doing about 40 hrs a week and now down in some cases to 25hrs.
They have also said notice period started when they informed staff verbally (no notice in writing yet) Is that allowed?????
They have also said notice period started when they informed staff verbally (no notice in writing yet) Is that allowed?????
D5SPM said:
A friend works for a small electronic repair company (been there 9 years). Last month (May) they reduced people’s days/hours blaming lack of work (it has been a tad quiet apparently). Now some people are being layed off and are only getting redundancy payment based on hours worked now and not on what they worked for all the previous years, Some people have been here 10+ years doing about 40 hrs a week and now down in some cases to 25hrs.
They have also said notice period started when they informed staff verbally (no notice in writing yet) Is that allowed?????
I would have thought it would have to be based on contracted hours, or else everyone would do this !They have also said notice period started when they informed staff verbally (no notice in writing yet) Is that allowed?????
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When the hours were reduced, was the redundancy discussed in terms of the shorter working week?
That should have been an issue raised by the union or company works forum (that's what we have) before anyone even agreed to cutting their hours.
When they began woking a reduced working week, were they still paid the full amount...and gradually they were paid less until they only got paid for the hours they did?
I only ask in case they were given the wrong information (not new for HR departments, what with employment law continuously changing)
When the hours were reduced, was the redundancy discussed in terms of the shorter working week?
That should have been an issue raised by the union or company works forum (that's what we have) before anyone even agreed to cutting their hours.
When they began woking a reduced working week, were they still paid the full amount...and gradually they were paid less until they only got paid for the hours they did?
I only ask in case they were given the wrong information (not new for HR departments, what with employment law continuously changing)
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