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Welcome to The A P Partnership Ltd |
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Employment Law
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Health & Safety Training
Contact Joan Bonner on 01733 891081
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Redundancies
In this uncertain financial climate the number of companies making redundancies in the effort to reduce costs is on the increase. As with other aspects of Employment Law, it is imperative to follow correct procedures.
1. Do you need to consult with your employees about proposed redundancies?
2. Have you used the correct selection process?
3. Have you documented the procedure throughout?
Key points when considering redundancies
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Both compulsory and voluntary redundancies should be taken into account when determining whether there is a need to carry out collective consultation.
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The right to be consulted if an employer proposes to make 20 or more employees redundant over 90 days or less.
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Meaningful consultation as the penalty for not doing so can be up to 90 days per employee
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Where the business reasons for redundancies lead to collective consultation, consultation with employee representatives in respscet of those business reasons.
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Consultantion is not the same as negotiation therefore no need to reach agreement. All that is required to satisfy the obligation to consult, is that you discuss the matters witrh the employee representatives and consider their representations.
REACH came into force on 1 June 2008
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