Redundancy law - a guide for union reps (November 2019)

Chapter 4

4. Offers of alternative work

[ch 4: page 35]

Union-negotiated agreements about redeployment and retraining are often significantly better than any statutory minimum rights. Good redeployment policies help both employers and staff as they can:

• avoid the costs associated with layoffs, including redundancy payments;

• retain skilled staff;

• cut retraining costs in an upturn;

• preserve institutional knowledge;

• preserve customer service levels and operational effectiveness;

• avoid damaging morale and reduce stress for staff left behind; and

• promote good employment relations and improve trust.

There is also an important role for union learning reps (ULRs) during redundancy exercises in the context of alternative employment, including:

• finding out learning and support needs and organising learning activities in the workplace, such as CV workshops, job search, Skills for Life, ICT and financial management courses;

• providing advice and information on learning opportunities, including referring people to adult career advice services such as Next Step (or providing this advice themselves if qualified); and

• working with external bodies such as learning providers and JobCentre Plus.


This information is copyright to the Labour Research Department (LRD) and may not be reproduced without the permission of the LRD.