Redundancy

Dual wheels

I am one of 3 managers of a team of 10, my manager who is the senior manager over the 3 managers told the 3 of us that the higher ups feel they don’t need 3 managers even though we are literally worked to the bone, if they decide to lose 1 or 2 of the 3, how do they do this fairly from a legal standpoint? All 3 of us have equally good performances, our work is tracked so there is evidence that they still do need us, I just don’t know how they can do this legally.

Atlantic Dawn

Some places will operate a last in first out system, others may have other criteria.

Dual wheels

Atlantic Dawn wrote: »

Some places will operate a last in first out system, others may have other criteria.

What other criteria can they use?

Atlantic Dawn

Dual wheels wrote: »

What other criteria can they use?

They might look at who is cheapest to get rid of with redundancy payment which could be who is on lowest salary or is there least amount of time. They could also look at who is on the highest salary and get rid of them to cut future salary costs. A lot of companies will not make the reason known, especially if those it impacts are not aware of the salary of their fellow workers.

Dual wheels

Atlantic Dawn wrote: »

They might look at who is cheapest to get rid of with redundancy payment which could be who is on lowest salary or is there least amount of time. They could also look at who is on the highest salary and get rid of them to cut future salary costs. A lot of companies will not make the reason known, especially if those it impacts are not aware of the salary of their fellow workers.

If I was on the highest salary but not the first or last in could they use that to make me redundant? I can’t see how that would be legal as it would be unfairly picking me due to having a higher salary due to having more industry experience?

angelic123

To be fair you should all be expected to interview for the available roles. That is what my company does when they decide they want a voluntary redundancy and no one puts their hand up. It’s a horrible position to be in, best of luck

They may ask for a volunteer, many people are delighted to get a big redundancy payment and just get another job. If there are good opportunities around to get another job getting a package is very much worth considering.

I have a relation that got a large package from a company and was back in as a contractor (in a different department) on better money within a few weeks, he was then hired again as a permanent employee once what ever period elapsed that prevented him from being on their books officially. He was absolutely laughing.

Wanderer19

Redundancy policy should be listed in your employee handbook. Last in first out is the fairest way to do things, if no one is willing to take voluntary redundancy.

Mrs OBumble

Dual wheels wrote: »

What other criteria can they use?

The Bradford factor is another one. (Google it)

Or performance review results. Or target achievement (eg € of sales) - if either of these are differentiated enough.

Most companies will choose to use the criteria that gets rid of the person they want to lose.