COVID-19 has affected everyone around the world and has left employers with some very difficult challenges to overcome.
It is estimated that over 600,000 people in the UK have currently been made redundant by their employer and this number is predicted to grow once the furlough scheme has ended in October.
If you find yourself in this situation, we have complied a few things to consider during this process.
Review your redundancy package
You have the ability to legally be entitled to a redundancy pay out and this redundancy pay can depend on various factors, including what your employment contract stipulates and to which terms you agree in your review consultation. This being said it is common practice for all employees who have been in the business for two years or more to be entitled to statutory redundancy. This is based on the amount of years you have been working at the company and your age.
Redundancies must be dealt with properly by the business ensuring all employees are treated fairly and respectfully. The employer must be able to establish that the redundancy was the truthful and was the real reason for dismissal and that it was not for another reason.
The notice period for employees is dependent on the contract of employment and the amount of time an employee has spent with the business however, the formal procedure usually works out to be 30 days. Although due to the current climate and the growing pressures on HR departments a longer notice period may be implemented to help the business and their employees.