Questions to ask at a redundancy consultation meeting

Whether you are facing a pool redundancy or a unique redundancy situation, these questions will help you to be as prepared as possible for your consultation meeting.

Tough times are facing many businesses as a consequence of the COVID-19 pandemic. With the wind-down of the Coronavirus Job Retention Scheme to begin from 1 August, with employers having to contribute gradually to furlough costs, many businesses are unfortunately having to make redundancies to survive.

We have detailed below a concise set of general questions that you can ask at a redundancy consultation meeting. However if you would like some more specific advice, we offer a 45-minute initial consultation via telephone with a senior solicitor to help address your redundancy situation and answer questions to support you for a fixed fee of £150 plus VAT.

In general, there are two types of redundancy situations:

  1. Unique redundancy; where you undertake a unique role which is no longer required.
  2. Pool redundancy; where there is a group of employees who undertake similar work and should therefore be placed in a “pool” with a selection criteria to be applied.

If you have been informed that you are at risk of redundancy and invited to a redundancy consultation meeting, you should ensure that you are aware of your companies’ policies, such as redundancy or equality and diversity policy, and ask whether you can bring a companion to the consultation meeting. Although you are not legally entitled to bring a companion, it is often offered by employers as a form of best practice.

The purpose of the redundancy consultation is to allow the employee to have the opportunity to have their say and questions answered. It is likely that you will have some specific questions already in mind. However, there are some general questions which you can ask regardless of the type of redundancy.

Questions to ask at redundancy consultation meeting 

  • What are the aims and objectives of the consultation exercise?
  • What is the rationale of the proposed changes?
  • Are there any proposed alternative positions available, and if so, are there job descriptions available?
  • What are the other alternatives to redundancy that have been explored (e.g. a pay reduction, a reduction in working hours, a recruitment freeze, etc.)?
  • Is an enhanced voluntary redundancy package available?
  • What will the redundancy package consist of?
  • When will I be informed of a final decision?

Questions to ask at a pool redundancy consultation meeting

If If you are part of a pool redundancy, you should also ask the following questions in addition to the ones listed above when meeting (either face to face or via video call) with your employer:

  • How was the pool decided?
  • How many are there in the pool?
  • How many within the pool are the business looking to get rid of?
  • What are the proposed selection criteria?

Specific questions about redundancy? We're here to help, with fixed-fee initial legal advice

Each redundancy situation is different and we recommend instructing a solicitor should you wish for questions to be answered specifically about your case. We are unable to provide free legal advice on redundancy situations.

Fixed fee initial advice for redundancy

For £150 plus VAT at 20%, we offer a 45 minutes initial consultation via telephone with a senior solicitor to help you address your redundancy situation and answer questions to support you.

We would be delighted to assist you further on redundancy matters outside of the scope of the initial consultation. All you need to do is speak to our team of advisors and we agree all costs (hourly rates) in advance for complete peace of mind.

For legal advice relating to redundancy or settlement agreements, please do not hesitate to contact Chris Cook 01727 798089 or Keely Rushmore 01727 798046, send us a message via Live Chat or complete the enquiry form below.

Contact us about redundancy

If you are facing redundancy and have some concerns and questions, contact the SA Law Employment Team for expert help and advice.

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Every care is taken in the preparation of our articles. However, no responsibility can be accepted to any person who acts on the basis of information contained in them alone. You are recommended to obtain specific advice in respect of individual cases.