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1,500+ Business Documents - Redundancy payments ready reckoner
Redundancy payments ready reckonerStatutory redundancy pay is the minimum payment that must be made to an employee who is to be made redundant. It is calculated according to age, length of service and their gross weekly pay.Redundancy paymentsIf the employee that you're making redundant has been employed by you for two years or more, as a general rule they're entitled to a statutory redundancy payment. The exact amount of the redundancy payment is dependent on their age, length of service (up to 20 years' service...Click here -
1,500+ Business Documents - Collective redundancy information and consultation checklist
Collective redundancy information and consultation checklistRedundancy is a potentially fair reason for dismissal but you must still act reasonably. This means that you must properly explore other options to redundancy, fully consult with the affected employees, adopt a fair selection procedure and offer suitable alternative employment to the redundant employees if any is available.ObligationsAs well as your duty to consult individually with affected employees, where 20 or more employees may be made redundant...Click here -
1,500+ Business Documents - Letter to wider workforce about redundancy situation
Letter to wider workforce about redundancy situationIt's good practice to inform the wider workforce about a redundancy situation as it can stop rumours and ease unrest. They don't need to know all the details about your redundancy programme but do let them know what parts of the business are affected and that you're to begin consultation with "at risk" employees. You can use our letter to do this.Not at riskUnless the redundancy programme is company-wide, e.g. you're closing down the whole business or all staff...Click here -
1,500+ Business Documents - Selection criteria
Selection criteriaIn deciding whom to select for redundancy, you need to consider your pool for selection, the objective criteria that you are going to apply and the adoption of a fair marking system. An unfair selection for redundancy can result in an unfair dismissal.Fair selectionThe Selection Criteria which you use to decide which employees are to be chosen for redundancy are of great importance. While you are given some latitude to tailor your staffing requirements to suit your business needs, you will...Click here -
1,500+ Business Documents - Unsuccessful trial period in alternative work
Unsuccessful trial period in alternative workWhere an employee accepts an alternative post during a redundancy programme, if the terms and conditions differ from those of their current post, there's a statutory trial period for both parties to establish whether the post is suitable for the employee. If the trial period is unsuccessful, the position reverts to that of redundancy and the employee's employment will terminate. Trial periodDuring a redundancy programme, you may find that you're able to offer a redundant...Click here -
1,500+ Business Documents - Successful trial period in alternative work
Successful trial period in alternative workWhere an employee accepts an alternative post during a redundancy programme, if the terms and conditions differ from those of their current post, there's a statutory trial period for both parties to establish whether the post is suitable for the employee. If the trial period is successful and employment continues, there's no dismissal and no redundancy payment. Use our letter to confirm continued employment.Trial periodDuring a redundancy programme, you may be able...Click here -
1,500+ Business Documents - Time off to look for work on redundancy letter
Time off to look for work on redundancy letterAn employee who has been given notice of redundancy and who has two years' continuous employment is entitled to reasonable time off work during their notice period to look for a new job or arrange training for future employment. However, pay is limited to two-fifths of one week's pay. Use our letter to confirm an employee's statutory rights in this situation. Right to time offUnder s.53 Employment Rights Act 1996, an employee who is given notice of redundancy is...Click here -
1,500+ Business Documents - First redundancy consultation letter
First redundancy consultation letterRedundancy law is much more complex than paying an employee off. There must be a genuine redundancy situation and you must treat the employee fairly in the procedure you use prior to the dismissal decision being taken. The starting point is to explore whether compulsory redundancies can be avoided, for example by asking for volunteers, or considering other cost-cutting measures.DefinitionYou cannot use redundancy as a tool to remove a poorly-performing or troublesome employee....Click here -
1,500+ Business Documents - Redundancy payment calculation
Redundancy payment calculationOn making a redundancy payment, you're under a statutory duty to supply a written statement indicating how the amount of the payment has been calculated, and this is based on the employee's age, length of employment and gross weekly wage. Our redundancy payment calculation will ensure you comply with your obligations here.Payment entitlementWhere an employee has not acquired a minimum of two years' continuous employment with you when their employment terminates because of redundancy,...Click here -
1,500+ Business Documents - Offer of alternative work during family leave
Offer of alternative work during family leaveUse our letter to offer a suitable and appropriate alternative vacancy to a provisionally redundant employee who's absent on maternity, adoption or shared parental leave. They have an absolute statutory right to be offered the job role, even if other redundant staff are stronger candidates.Preferential rightThe legislation states that where there's a suitable and appropriate alternative vacancy on redundancy during an employee's maternity, adoption or shared parental...Click here
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