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  • 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...
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  • 1,500+ Business Documents - Redundancy policy
    Redundancy policyWhilst redundancy is a potentially fair reason for dismissal, you are still obliged to follow a fair procedure when implementing a redundancy programme. Our policy statement helps get you started with this.A fair redundancyRedundancy 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 consider the potentially redundant...
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  • 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...
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  • 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...
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  • 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...
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  • 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...
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  • 1,500+ Business Documents - Letter inviting employees to elect employee representatives
    Letter inviting employees to elect employee representativesIf, having asked for nominations for election as employee representatives to enable you to collectively consult on redundancy or to consult in a TUPE transfer situation, there are more nominations than the number of representatives proposed, use our letter inviting employees to elect employee representatives to complete the election process. Once this is completed and the representatives are in post, you can then commence consultation.The election processOnce...
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  • 1,500+ Business Documents - Dismissal on notice due to redundancy letter
    Dismissal on notice letter due to redundancy letterYou should only use this letter where the employee has been employed for less than two years and you are making less than 20 redundancies within a 90-day period. This is because longer-serving employees have unfair dismissal rights so they need to be treated differently in the redundancy procedure to be adopted and large redundancy programmes will invoke collective consultation obligations.Redundancy of short-serving employeesThis letter should only be used...
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  • 1,500+ Business Documents - Voluntary redundancy termination notice
    Voluntary redundancy termination noticeOnce you've completed your consultation procedure, which you still need to follow even in the case of any volunteers for redundancy, you must issue staff with a formal notice of termination of employment. In the case of voluntary redundancy, the notice will be slightly different to that issued to those who have been made compulsorily redundant.Notice of redundancyEmployees who volunteer and are accepted for redundancy are still regarded in law as having been dismissed....
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  • 1,500+ Business Documents - Redundancy termination notice
    Redundancy termination noticeOnce you've completed your consultation procedure and you need to make an employee redundant, you must issue them with a formal  notice of termination of employment.Notice of redundancyAfter the completion of your full and fair consultation procedure, you then need to decide whether or not an employee is to be made redundant. You must write advising them of the outcome of the redundancy consultation process and notifying them that their position is now redundant. It is only when...
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