FAQs

1. What should I expect from a redundancy procedure?

   If your employer wants to make redundancies, it must follow a particular process. In summary, your employer should first warn you that there will likely be redundancies and that your job is at risk. You will then attend consultation meetings, to discuss matters in more detail. The final decision should then be communicated to you in writing, together with a right of appeal. 

2. What is suitable alternative employment?

   As part of the process of consultation, your employer should consider if there are any other appropriate vacancies, which you could move to, instead of being made redundant. This can include a demoted post or a completely different role. 

3. What are selection criteria?

   When choosing which employees from a larger pool are to be made redundant, your employer has to apply relevant criteria that will be used to select them. Such criteria should be fair and measurable and based on objective factors, such as time-keeping, and adjusted to remove any discriminatory elements (i.e. disability related absence).  

4. In a reorganisation, can I be interviewed for a new role?

   Yes, if your employer is altering the structure of the business that you work in, an internal interview process can be used to select the appropriate candidate for the role. 

5. How much redundancy pay will I get?

   Statutory redundancy pay is based on age and length of service and subject to a cap on earnings unless more generous provisions are contained in your contract of employment.