being made redundant, where do i stand on how much i should get??

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p.boro Posted: 18 Oct 2008 3:12 PM

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Hi all,

Ive had a letter thru the post this morning from the company i work for and it states that they need me to attend a meeting next week, as they are reviewing the organisational structure of the company and would like to discuss the companys proposal and its potential implications for me!

Now i have rang my boss and she has said ' the company wishes to offer a proposal to a CERTAIN few people at the workplace but nothing is set in stone as yet!'

I know who the other 2 people are and we have been there for over a year and the other one for over 4years...

What is making me angry is that there is 4 newer people than ourseleves and none of those have had this letter and in our work handbook it states 'last in first out'..

Im wondering where i stand on all of this and if i will be intitled to a redundancy package?

All advice would be great.

Thank you

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Adhna replied on 19 Oct 2008 4:48 PM

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Hi p.boro, welcome to HR Space!

In broad terms, if a company is going to make people redundant then it needs to put anyone affected 'at risk' of redundancy - i.e. if they are cutting staff from 4 to 2 then all 4 should be put at risk.

This should then be followed by some consultation meetings to discuss how people are being selected, what vacancies exist elsewhere in the company, etc.

Once the selection has been carried out then those who are to go should be told formally and given notice of redundancy.

Anyone with more than 12 months service who is made redundant is entitled to challenge that in an employment tribunal.  One basis for that challenge could be that the company has not applied their stated policy when making their selection.

Anyone with more than 2 years service with their employer will be entitled to redundancy pay, althought the amount will vary according to the person's age and their length of service.

It is difficult to give you any more specific information or advice as you do not give enough detail in your post (although the implication that your employer is being selective about who is being spoken to sounds dodgy).  What I would say is that once you have had your meeting with them then go and get some advice and what you need to do to protect your right to claim against the company.