9. Redundancy

[ch 9: page 89]

A redundancy situation exists where an employer closes or intends to close the workplace or reduce the number of employees doing a particular kind of work. In particular, the employer must:

• adopt redundancy selection criteria which are not discriminatory;

• allow employees selected for redundancy time off to look for other work, provided they have at least two years’ service;

• give redundancy pay to all employees with at least two years’ service calculated using a statutory formula linked to age and length of service. A week’s gross pay is subject to a statutory maximum cap which is reviewed annually (£489 from 6 April 2017); and

• offer any suitable available vacancies.

If at least 20 redundancies are proposed within a period of 90 days in one establishment, the employer must notify the Department for Business, Energy and Industrial Strategy. It must also consult employee reps with a view to reducing the number of redundancies.

There are detailed rules which must be followed. If an employer fails to consult, a union can apply for a protective award.