What should employers discuss with employees at Individual Redundancy Consultation meetings?
The Employer should:
- Hold a number of consultancy meetings with employees provisionally selected for redundancy
- Conduct these meeting after affected employees have had general information about:
- the reason for proposed redundancies
- the selection process
- either as part of the formal collective consultation, or in group meetings with the affected employees if no formal collective consultation is required
- Ask the employee for any suggestions they may have to avoid redundancies
- Ensure they do not prejudge the outcome of any consultation meetings
- Give serious consideration to any suggestions made by the employee
- Give the employee an opportunity to raise any objections to the basis for their provisional selection – for example, by discussing the application of the selection criteria
- Discuss whether or not there is any suitable alternative employment for the employee
- Explain what support is on offer if redundancy is confirmed – such as a reasonable amount of paid time off to look for new employment
- Explain the redundancy package and how the notice period will operate
Whist there is no specific number of meetings that must be held during the individual consultation process, it is likely that at least two meetings will be necessary to give the employee the opportunity to consider and respond to the information discussed.
It may be necessary for an employer to hold further meetings before redundancy is confirmed, to discuss any issues outstanding from the previous meetings.
If you have any further questions on the subject matter then please contact Karen Scott on 07762 629 448 or get in touch by clicking here.
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