Redundancy advice

[BucksFizz]

My employer wants to downsize the department I work in by half, to do this they have told us we are all at risk and we all have to have a consultation(s), there will be a scoring criteria and the half that score highest will be kept, the other half will be let go (there is no where else in the company for them to work).

While I definitely feel like one of the stronger employees the people who are scoring us are all new to the company and have no idea of who people are or what their work is like, so all bets are off.

I'm just looking for some general advice from the wise people on PH on how to handle the situation, I definitely feel like I need to keep my wits about me given everything is unknown. E.g. will there be a generous redundancy package or just the statutory? Whats the norm these days?

It's ironic that I have been having discussions with my employer regarding a payrise, if I do get kept on and I absorb everyone elses workload I would feel a pay rise is more in order than it already is. Is it worth bringing this up in the consultation?

[BucksFizz]

That's a good idea however my employer stopped keeping track of sicknesses a few years ago because the person who's job it was were made redundant...

[BucksFizz]

Thanks for the advice so far all.

Unfortunately I am one of the low scores in the redundancy pool and I have been provisionally selected for redundancy, I tried to argue that the way they are handling the selection process is unfair because they scoring criteria is subjective. Not only that but the time frame used to mark employees is too short and the evidence is mere opinion, not only that but the score totally contradicts my yearly appraisals and the quality of work I complete.

Unfortunately I am arguing with judge, jury and executioner and there is obviously more sinister going on.

While this is definitely the topic of another thread I now have a new issue, we are half way through the consultations (some staff have yet to have theirs and nothing is finalised) but I have now fell ill (physical condition, not stress) and will not be able to work for at least a couple of weeks.

What happens next? Can my employer still bin me off without completing the consultation progress? I am conscious all decisions are going to be made without my right to appeal/object/seek clarity before I am dismissed (they want everyone gone in a week or so).

I would really appreciate any advice, thank you.

[BucksFizz]

No it won't do me any favours. Ironically sickness, time keeping, performance etc., are not part of the criteria because my employer does not keep formal records so my exemplary track record counts for nothing.

Still my question remains, can my employer still process my redundancy while I am off sick without finishing my consultations? I have not been formally told my role is redundant and I have no leave date etc.

Edited by BucksFizz on Sunday 17th September 18:04

[BucksFizz]

Sir Bagalot said:

BucksFizz said:

Ironically sickness, time keeping, performance etc., are not part of the criteria

Don't be so fking stupid. Of course they are!! Well, maybe not officially, but they are

Not really, the scoring criteria makes no mention of it, not only that but the people doing the scoring are asset strippers new to the business, they've only joined a couple of months ago and they work from home most of the time so they have no idea about sickness, punctuality etc.

I am surprised so many of you are suggesting rolling over and taking it, it's not like I am getting a huge redundancy payout (works out about 3 months NET pay). I have no doubt there are better places to work but I guess I am worried I may struggle to earn the same salary as I do now.

[BucksFizz]

andy-xr said:

Negotiating a settlement is different, and if you have the opportunity to do that then you should absolutely do it, either on your own or with insured advice.

I'm not holding any cards so I don't see how I can negotiate for anything? All I am getting is statutory redundancy pay and possibly PILON (they haven't decided yet).

[BucksFizz]

Roman Rhodes said:

Worth clarifying whether pay in lieu of notice could be tax free too.

I asked this and they said it was tax evasion and illegal, but I'm not sure they fully understand the options as there is nothing in my contract which states PILON, e.g. consider it an advanced payment in damages/compensation.

[BucksFizz]

Thanks for the advice everyone, I'm now spending my energy looking for a new role but now I have a new question.

How do I handle a recruiter who asks me why I want to leave my existing job? Normally I would explain how I am looking for a more mutually beneficial role and how I feel my skills are an excellent match.

While this may still be true it may come across insincere if they then find out that I'm in an redundancy pool or I've been made redundant, especially when the new role is less well paid. I fear they will simply think I am applying for the job because I am desperate and not because I genuinely want the role.

[BucksFizz]

Coincidentally before the process started I discussed with my colleagues that nobody will end up going to a worse job than what they currently have, and that it is probably a blessing in disguise.

I have a job interview lined up, I just hope I recover from my current sickness in time to do myself justice. It would be great if I can collect my redundancy money and walk into another job.

Appreciate the advice so far.

Edited by BucksFizz on Wednesday 20th September 11:46

[BucksFizz]

My employer has to give me 8 weeks notice but as of yet they can't decide if they want me to work my notice or not, my contract states they reserve the right to pay in lieu of notice.

The thing is I really don't want to work my notice, who in their mind right would? Just this week other people have been let go and have been PILON.

My problem is I have a job interview coming up and if I am successful they would like me to start as soon as possible, a 2 month wait my jeopardise my chances and of course if I resign (4 week notice my side) I'll do myself out of the redundancy payment.

Not a great situation.