Where a business seeks to make redundancies the employer must go through a process of consultation with all potentially affected employees. The exact nature of the consultation will depend on the number of employees the employer proposes to make redundant and the circumstances of the particular case but the following information should be considered standard. You should be told:
1. The reasons for the proposals;
2. Who is at risk of redundancy?;
3. What alternatives to compulsory redundancy are there?;
4. When does the business intend to effect the redundancies?;
5. What are the selection criteria?;
6. Details of redundancy payments.
The redundancy consultation process is a two way process necessitating your involvement and the consideration of any alternative options that may be available and appropriate. Do not be afraid to ask difficult questions and put forward alternatives to compulsory redundancy.
If the employer intends to make more than 20 employees redundant in a 90 day period further collective consultation is necessary.