Redundancy and 60 days notice period.
Discussion
Just a quick employment law question and I hope I am asking it correctly and in the correct section.
We have been given our 60 days notice period but only verbally around 2 weeks ago. We have had nothing in writing and speaking to HR they cannot give us any definite details until we have had our second 1-to-1s which have not been scheduled yet.
My question is does the 60 days officially start from the conversation we have had or when we get given the letter? And if it’s in writing are they allowed to backdate the letter?
We have been given our 60 days notice period but only verbally around 2 weeks ago. We have had nothing in writing and speaking to HR they cannot give us any definite details until we have had our second 1-to-1s which have not been scheduled yet.
My question is does the 60 days officially start from the conversation we have had or when we get given the letter? And if it’s in writing are they allowed to backdate the letter?
Matt Cup said:
Just a quick employment law question and I hope I am asking it correctly and in the correct section.
We have been given our 60 days notice period but only verbally around 2 weeks ago. We have had nothing in writing and speaking to HR they cannot give us any definite details until we have had our second 1-to-1s which have not been scheduled yet.
My question is does the 60 days officially start from the conversation we have had or when we get given the letter? And if it’s in writing are they allowed to backdate the letter?
Is the 60 days you refer to the consultation period rather than notice period. It would be peculiar for everybody to be on the same 60 day notice period. In a redundancy process notice is served at the end of your consultation process. We have been given our 60 days notice period but only verbally around 2 weeks ago. We have had nothing in writing and speaking to HR they cannot give us any definite details until we have had our second 1-to-1s which have not been scheduled yet.
My question is does the 60 days officially start from the conversation we have had or when we get given the letter? And if it’s in writing are they allowed to backdate the letter?
edc said:
Is the 60 days you refer to the consultation period rather than notice period. It would be peculiar for everybody to be on the same 60 day notice period. In a redundancy process notice is served at the end of your consultation process.
60 days advance notice they have called it. We have finished our knowledge transfer period and are now in HyperCare which was when the talk about the 60 days was conducted. I just don’t know if the chat we had made it official or does it need to be signed. Our HR aren’t being very forthcoming with info.
Sorry if this makes no sense I’m not 100% clued up about it.
Matt Cup said:
Just a quick employment law question and I hope I am asking it correctly and in the correct section.
We have been given our 60 days notice period but only verbally around 2 weeks ago. We have had nothing in writing and speaking to HR they cannot give us any definite details until we have had our second 1-to-1s which have not been scheduled yet.
My question is does the 60 days officially start from the conversation we have had or when we get given the letter? And if it’s in writing are they allowed to backdate the letter?
Seriously it was more effort for you to post in a forum and wait for a reply than look it up. What f is wrong with people....!!!!! We have been given our 60 days notice period but only verbally around 2 weeks ago. We have had nothing in writing and speaking to HR they cannot give us any definite details until we have had our second 1-to-1s which have not been scheduled yet.
My question is does the 60 days officially start from the conversation we have had or when we get given the letter? And if it’s in writing are they allowed to backdate the letter?
http://lmgtfy.com/?q=redundancy
300bhp/ton said:
Seriously it was more effort for you to post in a forum and wait for a reply than look it up. What f is wrong with people....!!!!!
http://lmgtfy.com/?q=redundancy
Seriously it was more effort for you to post a useless arrogant link in a forum and not offer a real answer to the question. What f is wrong with people....!!!!! http://lmgtfy.com/?q=redundancy
300bhp/ton said:
Seriously it was more effort for you to post in a forum and wait for a reply than look it up. What f is wrong with people....!!!!!
http://lmgtfy.com/?q=redundancy
For a man who was asking PH for restaurant recommendations in Kensington, you have a bit of a nerve criticising others.http://lmgtfy.com/?q=redundancy
edc said:
If you are not sure go back through the HR contact person and ask them the blunt but simple question of which date notice has been served and when the final contractual date will be.
They’ve been asked several times and have just ignored the point, will see who’s in a higher position. cheers anyway! 
300bhp/ton said:
Drivel....
Yawn... Go f
k yourself! My understanding (IANAL) is that you initially have a period when you are formally "at risk" of redundancy which from what you've said is the stage you're at.
I say "formally" as I think it has to be written and can't be orally said, there must be a paper trail!
During this phase the employer has to do various legal bits but with you have to establish that your role is being made redundant, if so review what opportunities exist elsewhere in the organisation that may be appropriate and whether you are the most appropriate candidate.
If you are not then at the end of the 60days consultation they can service you notice as per your contract, whether they make you work your notice period or not is up to them (usually not) but any redundancy pay is in addition to you notice period.
I say "formally" as I think it has to be written and can't be orally said, there must be a paper trail!
During this phase the employer has to do various legal bits but with you have to establish that your role is being made redundant, if so review what opportunities exist elsewhere in the organisation that may be appropriate and whether you are the most appropriate candidate.
If you are not then at the end of the 60days consultation they can service you notice as per your contract, whether they make you work your notice period or not is up to them (usually not) but any redundancy pay is in addition to you notice period.
Marcellus said:
My understanding (IANAL) is that you initially have a period when you are formally "at risk" of redundancy which from what you've said is the stage you're at.
I say "formally" as I think it has to be written and can't be orally said, there must be a paper trail!
During this phase the employer has to do various legal bits but with you have to establish that your role is being made redundant, if so review what opportunities exist elsewhere in the organisation that may be appropriate and whether you are the most appropriate candidate.
If you are not then at the end of the 60days consultation they can service you notice as per your contract, whether they make you work your notice period or not is up to them (usually not) but any redundancy pay is in addition to you notice period.
Thanks for the above, I will go over the detail as of your post tomorrow when I have some time. I have been keeping my eye on internal vacancies but I’ve been at the firm a good few years so I’m just waiting for the details of my “package” before any decisions can be truly drawn. I say "formally" as I think it has to be written and can't be orally said, there must be a paper trail!
During this phase the employer has to do various legal bits but with you have to establish that your role is being made redundant, if so review what opportunities exist elsewhere in the organisation that may be appropriate and whether you are the most appropriate candidate.
If you are not then at the end of the 60days consultation they can service you notice as per your contract, whether they make you work your notice period or not is up to them (usually not) but any redundancy pay is in addition to you notice period.
Tbh I’m fed up with the whole thing though as communication throughout has been dismal. I was just not sure on the legalities of this 60 days notice we have been given so HR will be getting an call tomorrow.
anonymous said:
[redacted]
Thanks CD Due to the amount of people it went past a certain threshold so we went through 3/4 group consultations first with a chosen representative, we have had our first 1-2-1 a good few months ago too (maybe late last year, I cannot remember tbh). Speaking to HR has proved fruitless so may have to go further up the pecking order which I will have to do this week to discuss the guidelines.
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