Policies

It is the aim of this council to avoid making employees redundant wherever possible.  Ideally this will be achieved through finding an alternative position within the council. Should redundancy be unavoidable, the council will follow the following procedure:

1.   Issue a Notice of Threat of Redundancy; this will include notice of a period of consultation and the date consultation will begin.

2.   Provide those individuals affected with a period of consultation. During this period the company will discuss with the affected employees:

•   Reasons for the redundancy
•   Finding alternative work within the council
•   Calculating the amount of redundancy compensation employees with two or more years continuous employment are entitled to, based on the Statutory Formula.

Statutory Formula

Employees Aged 18 – 21 years - ½ week’s pay for every year employed up to the age of 21
Employees Aged 22 – 40 years - 1 week’s pay for every year employed between the ages of 21 and 40 Employees Aged 41+ years - 1½ week’s pay for every year employed after the age of 40
Maximum weekly wage limit - £450 - Up to a maximum of twenty years

1.   After the period of consultation, a Formal Meeting will be arranged by the HR Committee to discuss the outcome of the consultation. Individuals will be invited by letter to this meeting and be informed of their right to be accompanied.

2.   Conduct an Appeal against the Formal Decision, should the affected employee wish to do so. Appeals must be submitted in writing within 7 days of the Formal Meeting to the Chair.

Date of procedure: October 2022 Approving committee: HR Committee
Date of committee meeting: 10th October 2022 Procedure version reference: V1101022 Supersedes: N/A
Procedure effective from: 28th November 2022 Date for next review: November 2023