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Redundancy consultation considerations in light of COVID-19

View profile for Chris Amys
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At some point in the future, the Government’s Coronavirus Job Retention Scheme will come to an end.

Depending on your circumstances, you may request employees to return to their duties. If not, you may need to consider the possibility of further short-term working, lay-offs and/or redundancies.

There has been a lot of news recently from the CBI about redundancies, because some businesses were facing a deadline in mid-April 2020 to take action if they were contemplating redundancies. Thankfully that has been avoided for now, but it is highly likely to become an issue again in the coming weeks and months as businesses start to consider what life will be like when the Coronavirus Job Retention Scheme comes to an end.

If an employer is looking to make redundancies, the size of any proposed redundancies will dictate the minimum length of any redundancy consultation process. It could range from a week to up to 45 days. If employers get this wrong, employees may be entitled to compensation, as well as notice, holiday and redundancy pay.

Similar rules are also in place for those looking to restructure their businesses as an alternative to making redundancies.

For those businesses looking to make any changes shortly after the Coronavirus Job Retention Scheme, they will need to consider the date when any redundancies or restructures will take effect, to ensure that consultations can commence in good time.

We can advise and assist you with any redundancy situation, including the process and procedure to be adopted, together with relevant documentation and resolving any issues that might arise during the process.

Please do not hesitate to contact Sally Morris on 01905 610410 or at sally.morris@mfgsolicitors.com to discuss these matters or any other employment law and HR matter.

 

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