Redundancy Procedure
Discussion
We employ 22 site guys and need to get rid of about 5 tomorrow. 2 of the intended 5 have worked for us for about 4 years, the others for a matter of months.
I have told 3 people to come into office 1st thing instead of going to site with intention of making thier positions redundant. I haven't however mentioned this to them before.
Do I need to forewarn them of possible company redundancies ? I know they are aware we were getting rid of a few but this has never been stated in a formal manner, only passing conversation about work loads.
I don't want to end up with a case for unfair dismissal against me, and think one of them would happily go down this route.
I have told 3 people to come into office 1st thing instead of going to site with intention of making thier positions redundant. I haven't however mentioned this to them before.
Do I need to forewarn them of possible company redundancies ? I know they are aware we were getting rid of a few but this has never been stated in a formal manner, only passing conversation about work loads.
I don't want to end up with a case for unfair dismissal against me, and think one of them would happily go down this route.
Last time I had to do this, I took advice from Acas, as well as having a witness present at the meeting. Given the problems you face if something goes wrong, belt and braces approach is best 
http://www.acas.org.uk/index.aspx?articleid=1365
http://www.acas.org.uk/index.aspx?articleid=1365
My company is making 14 from our site redundant (Me included).
Going through a 30 day consultation period (Gardening Leave) at the moment with my contract being terminated at 30th April.
Depending on the size of your company, you may have to go through a consultation period with the false intention of trying to find other work within the company, and then send them to the job centre.
Going through a 30 day consultation period (Gardening Leave) at the moment with my contract being terminated at 30th April.
Depending on the size of your company, you may have to go through a consultation period with the false intention of trying to find other work within the company, and then send them to the job centre.
Don't use first in - first out - which is what it maybe sounds like, given you are getting rid of three who have only been with you for several months. Its laying you open to problems. You need to be able to demonstrate wider decision making on who is going. Time keeping - standard of work.
Its likely that you might get away with it, but you are creating risks. The advice about getting professional advice is wise. ACAS has been mentioned. We are FSB members and get free legal advice. If we follow it we they cover the full cost of any possible claims if things go wrong - and they still can. Sometimes its cheaper for them to pay compensation than to pay their solicitor to attend a case.
Its likely that you might get away with it, but you are creating risks. The advice about getting professional advice is wise. ACAS has been mentioned. We are FSB members and get free legal advice. If we follow it we they cover the full cost of any possible claims if things go wrong - and they still can. Sometimes its cheaper for them to pay compensation than to pay their solicitor to attend a case.
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