Reply To: Closing academy

[Anonymous]

From YouGov.Co.uk

Notice periods

You must be given a notice period before your employment ends.

The statutory redundancy notice periods are:

at least one week’s notice if employed between one month and 2 years
one week’s notice for each year if employed between 2 and 12 years
12 weeks’ notice if employed for 12 years or more
Check your contract. Your employer may give you more than the statutory minimum, but they cannot give you less.

Notice pay
As well as statutory redundancy pay, your employer should either:

pay you through your notice period
pay you in lieu of notice depending on your circumstances
Your notice pay is based on the average you earned per week over the 12 weeks before your notice period starts.

** Sun 25th June is the end of the notice period for employees with 12 years or more service **

Consultation

You’re entitled to a consultation with your employer if you’re being made redundant. This involves speaking to them about:

why you’re being made redundant
any alternatives to redundancy
If your employer is making up to 19 redundancies, there are no rules about how they should carry out the consultation. If they’re making 20 or more redundancies at the same time, the collective redundancy rules apply.

You can make a claim to an employment tribunal if your employer does not consult properly, for example if they start late, or do not consult at all.
Collective redundancy rules
If your employer is making 20 or more employees redundant at the same time, the consultation should take place between your employer and a representative (rep).

This will either be:

a trade union rep (if you’re represented by a trade union)
an elected employee rep (if you’re not represented by a trade union, or if your employer does not recognise your trade union)
Collective consultations must cover:

ways to avoid redundancies
the reasons for redundancies
how to keep the number of dismissals to a minimum
how to limit the effects for employees involved, for example by offering retraining
Your employer must also meet certain legal requirements for collective consultations.

Length of consultation
There’s no time limit for how long the period of consultation should be, but the minimum is:

20 to 99 redundancies – the consultation must start at least 30 days before any dismissals take effect
100 or more redundancies – the consultation must start at least 45 days before any dismissals take effect
Electing employee reps
If you’re an employee affected by the proposed redundancies you can:

stand for election as an employee rep
vote for other reps.

** If yesterday’s announcement was how staff have been informed of redundancies then there has been no consultation **

https://www.gov.uk/redundancy-your-rights

** Any unfair dismissal claims would add further to the closure costs. **