FAQs: redundancy consultation, voluntary redundancy and redundancy pay

Additions to the FAQs section cover redundancy consultation, voluntary redundancies and age discrimination in redundancy payments. 

• For collective consultation purposes, when calculating if 20 or more employees will be dismissed, should voluntary redundancies be included?
• Can trade union representatives be the appropriate representatives for collective redundancy consultation purposes where the affected employees are not union members?
• What happens if employees invited to elect representatives for collective redundancy purposes fail to do so?
• What should the employer and employee discuss at an individual redundancy consultation meeting?
• Are employers obliged to accept applications for voluntary redundancy?
• Is an employee who is accepted for voluntary redundancy entitled to a statutory redundancy payment?
• Where an employee has taken voluntary redundancy, is the employer prevented from re-employing him or her in the future??
• Will an employer be liable to an age discrimination claim if it makes enhanced redundancy payments?

Subscribers to HR & Compliance Centre can suggest questions that they would like to see added to the FAQs section by clicking on the "suggest a question" tab in the FAQs section.