Partner Sue Dowling, head of our Employment Law team, will be sharing a series of blog articles on collective consultation and multiple redundancy situations.
Whilst the Government’s furlough scheme (the "Coronavirus Job Retention Scheme") has helped some employers to avoid or to delay having to make difficult decisions concerning job losses in the throes of the COVID-19 epidemic, for some organisations there is a stark realisation that collective redundancies are inevitable, to be implemented either imminently or in the relatively near future.
Over a series of blog articles, Partner Sue Dowling, Head of our Employment Law team, looks at the law and practical requirements (including those impacted by staff being on furlough) when an employer is proposing to make multiple redundancies, and what steps an employer should consider implementing to minimise the risk of facing potentially costly Employment Tribunal claims...
These blog articles cover:
- Are there particular laws relating to procedures to be followed before multiple redundancies are implemented and, if so, in summary what do they provide?
- What does the trigger “proposing to dismiss as redundant” mean?
- Do the proposed multiple redundancies (20 or more, within a period of 90 days) have to be from one “establishment” for the statutory obligations to arise and, if so, what does that mean?
- If there is a statutory obligation to collectively inform and consult, how does an employer go about this; with whom and what are potential problem areas to be alert to?
- How do the obligations to collectively inform and consult fit with any obligation on the employer to consult with an employee individually?
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This article is intended for the use of clients and other interested parties. The information contained in it is believed to be correct at the date of publication, but it is necessarily of a brief and general nature and should not be relied upon as a substitute for specific professional advice.