Energy News 16/06/2017
Michael Gove is appointed energy secretary, suppliers continue to fall short on digital offerings and global e...Read More
For smaller companies, making someone redundant – for whatever reason – is always hard. Legal issues can make it even more fraught but you can reduce the risks.
When it comes to assessing whether to make someone redundant, a manager or business owner must first assess whether there is a genuine need for fewer employees within your business. If you are perceived to act in a discriminatory way, such as selecting someone for redundancy on the basis of age, race, sex or one of the other protected characteristics in the Equality Act 2010, you could face a claim for discrimination.
“Get it wrong and there is a risk of an employment tribunal claim for unfair dismissal,” explains principal associate at Wragge Lawrence Graham & Co LLP Jemma O’Reilly.
What exactly does a fair selection process entail? Firstly you have to decide on your pool for selection: those carrying out similar work, those working in particular departments or those whose work has ceased or is expected to. Then you need to identify and apply a fair and objective selection criteria: including disciplinary record, length of service, skills, experience and qualifications.
You must begin the consultation process. If less than 20 employees are involved you can do this individually by calling a meeting with the employee, where you explain the situation and listen to their feedback.
“Consider all reasonable suggestions from the employee and set up at least one further meeting until all options and alternatives have been considered,” O’Reilly advises. “Ensure that you consider whether there is any alternative employment available all though note there is no obligation to create a job for the employee.”
You will then need to communicate your decision in writing to the employee along with details of their redundancy pay (the government has a redundancy calculator for statutory redundancy pay). You will also need to allow the employee to appeal to a senior, independent manager. Further advice is available at the ACAS step-by-step guide.
"Very easy. Bea Luseni very efficient & knowledgeable."This review was posted by Alan Duffy on the 31st of March 2017
Super helpful and easy to work with
"Recommend this company in a heartbeat - Nicole Borneuf was super easy to talk to, was not pushy in the slightest, very helpful and replied with all my questions very professionally and did all she could to help. I had to deal with a few companies to sort my business energy out, all but Nicole were too pushy for my liking and I refused to follow through with them. Thank Nicole - you are a credit to your company, thank you for making the stressful energy change so easy."This review was posted by Mia Drew on the 29th of March 2017
An Extremely Competent Company
"Switch my business has not only helped my SME secure a good energy deal for the second year running but Jessica swiftly found a alternative supplier for me when I was let down on the day of switching by the new contractual provider I had chosen some 4 months previously. Being suddenly out of contract and without provider is everyone's energy nightmare. Greatest thanks."This review was posted by S McMillan on the 29th of March 2017
Helpful, friendly and we saved lots of money!
"Jessica Purnell was helpful and friendly, she made the whole process easy and simple AND we saved lots of money thanks Jess"This review was posted by Melanie Baker on the 23rd of March 2017
Quick & Easy
"Kabibi was very helpful and the whole process was very efficient. The one small reservation I had was that I was phoned up by Kabibi almost immediately having received my online quote - which wasn't enough time for me to finish reading the quotes! Fortunately she was able to assist me in a greater savings on both Gas & Electricity, and so as long as the switchover is seamless I will remain very happy with the service."This review was posted by Amanda Brown on the 21st of March 2017