Redundancy consultation (CIPD)

Is your organisation consulting with you both individually and collectively about any proposals and allowing you to comment before anything is finalised? It doesn’t matter if you’ve been furloughed or not, rules about fair consultation still apply.

At the start of the consultation process your employer is legally obliged to give the following information to your representatives:

? The reason for the redundancy dismissals.

? The number of proposed redundancies and their job types.

? The total number of employees affected.

? The proposed methods of selection.

? The procedure to be followed in dealing with the redundancies.

? The method of calculating redundancy payment.

If you’ve been furloughed, your employer must consider how to consult with you remotely, via online ‘town hall’, online meetings or phone calls. Good practice says your employer can still give you the right to be accompanied at remote/virtual meetings - even if your fellow employee or staff rep is furloughed.

Your employer must do everything possible to allow for collective consultation with relevant trade unions or existing staff reps. If there are no reps, then elections must be held first. The Coronavirus Job Retention Scheme (known as furlough) and other government support makes it harder for your employer to use the pandemic as an excuse to not (fully) consult with you.

Has your employer clearly explained why redundancy is necessary and how they’ve consulted on all other options? They should listen to your concerns and feedback and make sure all information is clear and understandable.

As this can be an extremely stressful time, do ask for support for your health and wellbeing. This might include occupational health access, counselling, or services via your employee assistance programme, if there is one.