UK: How Should Collective Redundancy Consultation Be Done?
In summary, this duty means that an employer must: * Inform appropriate employee representatives of certain information. * Consult appropriate employee representatives for a set period of time, depending on the numbers of employees affected. * Notify the secretary of state. A standing body of electe...
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| Published in: | HRNews |
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| Main Author: | |
| Format: | Trade Publication Article |
| Language: | English |
| Published: |
Alexandria
Society for Human Resource Management
03-08-2018
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| Subjects: | |
| Online Access: | Get full text |
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| Summary: | In summary, this duty means that an employer must: * Inform appropriate employee representatives of certain information. * Consult appropriate employee representatives for a set period of time, depending on the numbers of employees affected. * Notify the secretary of state. A standing body of elected or appointed representatives not specifically elected for the purpose of redundancy consultation but whose remit covers such consultation. * When an employer recognizes a trade union, it must consult with representatives of that trade union with respect to any employees in the bargaining unit who are affected by the proposals. Successful protective award claims can result in awards of 90 days' gross pay per affected employee, which in a large-scale redundancy situation can add up to a substantial sum of money. |
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| ISSN: | 1047-3157 |