Voluntary redundancy

New and updated

• Type:

  How to

  How to manage voluntary redundancies

  Practical guidance on managing voluntary redundancies, including selecting employees; consultation; settlement agreements; and early retirement.

• Type:

  Tasks

  Seek volunteers for redundancy

• Type:

  Tasks

  Select volunteers for redundancy

• Type:

  FAQs

  Are employers obliged to accept applications for voluntary redundancy?

• Type:

  FAQs

  Is an employee who is accepted for voluntary redundancy entitled to a statutory redundancy payment?

• Type:

  FAQs

  Where an employee has taken voluntary redundancy, is the employer prevented from re-employing them in the future?

• Type:

  Letters and forms

  Letter notifying wider workforce that, due to voluntary redundancies, no compulsory redundancies are necessary

  A model letter to notify the wider workforce that, as a result of voluntary redundancies, no compulsory redundancies are necessary.

• Type:

  Letters and forms

  Letter notifying at risk employees that, due to voluntary redundancies, no compulsory redundancies are necessary

  A model letter to notify employees at risk of redundancy that, as a result of voluntary redundancies, no compulsory redundancies are necessary.

• Date:

  4 September 2007

  Type:

  Employment law cases

  Redundancy: Volunteers for redundancy did not resign but were dismissed

  In Optare Group Ltd v Transport and General Workers Union EAT/0143/07 the Employment Appeal Tribunal held that a tribunal was right to hold that voluntary redundancies counted towards the total number of proposed redundancy dismissals at an establishment, which in this case was sufficient to trigger the statutory collective consultation requirements.