Collective consultation must be with trade union representatives. Redundancy Pay The procedure must state that: As a minimum, redundancy pay is calculated on the basis of actual salaries, not the statutory redundancy pay cap. You can raise objections and suggest alternatives to redundancy, for example, alternative work, short-time working, or lay-offs. Anyone being made redundant has certain legal rights. Thanks, Hellow mis /mr please I need your help for my redundancy I have letter form my company I been made redundant I must replay in 5 working days date of letter was 12/10/2016 please I need your help perhaps I can talk to some one I will by great full for your help thank you, hellowmis /mr please I need your help for my redundancyi have letter form my companyi been made redundanti mustreplay in 5 working daysdate of letter was 12/10/2016please i need your help perhaps i can talk to some onei will bygreat full for your help thank you, You should seek independent professional advice before acting upon any information on the RedundancyExpert website. Examples include being a member of a trade union, being pregnant, or acting as a safety representative, but there are many other examples. It is unlawful to select employees for redundancy because they are part-time, on a fixed-term contract or because they are a trade union member or representative. We have come across some situations where there are ‘freelance’ union representatives who attend hearings with employees, and this is permitted within the definition. However, those on lower salaries due to their skills/responsibilities/job profile etc... would not have benefitted as much as higher earners, and said union rep is in the former category, thus accepting a deal which is better for the minority of staff which he is in. I've been told I will be made redundant. "Statutory redundancy pay is calculated using a formula based on complete years of service, a capped amount for a week’s pay and an age factor," she adds, but if … In both cases they are entitled to time off to carry out their duties in relation to the redundancy consultation. These include notifying the government that the redundancy is taking place and consulting with representatives of the workforce. However, the Union rep who is attending the meetings has rejected an offer made by management before informing any members of this offer, and given a counter off which is not as beneficial to the majority of the members. If a union is recognised where you work, they may have been able to negotiate redundancy rights and pay that exceed the statutory minimum. If your employer is making 20 or more employees redundant at the same time, the consultation should take place between your employer and a representative (rep). Singling out trade union members for redundancy selection, however, amounts to unlawful discrimination. What payment am I entitled to? Your employer must have objective transparent and fair process for selecting who will be made redundant. Under s.188 of the Trade Union and Labour Relations (Consolidation) Act 1992 (TULRCA), where at least 20 redundancies are proposed at the same establishment within a 90-day period, the employer must consult "appropriate representatives" of any affected employees. In practice this means the union becomes recognised by the employer without using any legal procedures. If there is a trade union in the workplace, these representatives will be from the trade union. What happens after the consultation? We all hear about redundancies on the news, especially in bad economic times. a union representative made redundant because they had complained about not being allowed reasonable time off to carry out trade union duties would not need two years’ service. A trade union representative can address a disciplinary hearing, put and sum up the your case, respond to any views expressed at the meeting and confer with you during the meeting . 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