What should the Employer and Employee discuss at an individual redundancy consultation meeting?
It is highly likely that potential redundancies are on the horizon following the end of Furlough Leave. I wanted to outline some simple points that must be considered during an at risk meetings.
You never know how employees are going to react to news of their role being at risk of redundancy - we do not always know what is going on at home. For some it will be a complete shock and for others it may be the best news they have been waiting to hear. Nevertheless do not prejudge reactions, everyone must be treated in exactly the same way and you must give them their say.
Managers should meet with employees provisionally selected for redundancy for several individual consultation meetings;
These will usually take place after the employer has provided the affected employees with general information, such as the reason for the proposed redundancies, and information about 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
At the individual meetings, the Manager should ask the employee for any suggestions that they may have to avoid redundancies.
It is extremely important that there is no prejudgement of the outcome of consultation meetings; serious consideration must be given to any suggestions that the employee makes.
Managers should give the employee the opportunity to raise any objections to the basis for their provisional selection, for example by discussing the application of the selection criteria.
A discussion should be had around whether or not there is any suitable alternative employment for the employee.
Managers should explain what support is on offer if redundancy is confirmed, such as a reasonable amount of paid time off to look for new employment or outplacement support following the redundancy.
The Manager should explain the composition of any redundancy package and how the notice period will operate.
There is no set number of meetings that must be held during the individual consultation process, but 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 the Manager to hold further meetings, before redundancy is confirmed, to discuss any issues outstanding from the previous meetings.