There are certain rights which every employee has and which should always be upheld whenever such an
employee is made redundant. These rights are enshrined in the contract agreement and are likewise upheld by
representatives of employees and workers unions. While on statutory maternity leave and your employer makes you
redundant, you are entitled to employee’s rights which the employer should always up hold. No employee should be
made redundant or lose employment rights while on statutory maternity leave. It is against the rights of employee
for any employer to make redundant an employee while on statutory maternity leave.|
The rights to a company car or any other facilities linked to that employment should be respected and
reserved to the employee as dictated by direct gov redundancy rights. At the same time the employer should
continue to send any contributions that are entitled for any pension scheme that the employee belongs and in the
amounts required. The employer is likewise obliged to respect and adhere to the employee rights for any other
benefits that are his right while on that leave.
It is the employees right to be consulted when it is eminent that he might be made redundant for any
reason. Employers should inform employees in due time of the intended redundancy and work out for options which
might include an alternative job where possible or even retraining the affected employees. When consultation has
not been properly done, that amounts to unfair dismissal and infringing on the rights of employees. In case the
employer intends to make collective redundancies, he should consult with employee’s representatives as
If the employer chooses to ignore the rights of such employees by failing to consult, the employees are
entitled to forward their claim to Employment Tribunal for a protective award. The award includes a payment for 90
days. In cases where the employer has consulted, the agreement reached should be to the interest of employees and
in accordance with direct gov redundancy rights.
It is an obligation of every employer to make sure that any redundancy exercise is carried out in a fair
manner without discrimination of any group or category of employees. Even where the job vacancy has been displaced
by the use of machinery it is direct gov redundancy right to make sure the affected employees are convinced that
fairness and justice has been done. Unless that happens, the employees can lodge claim to Employment Tribunal who will make the necessary follow up and take appropriate
action on the offender. It is recommended that before any employee is made redundant all possible options should be
tried and redundancy should come as the last option when the others have failed. Direct gov redundancy requires
that options in other related companies should be sought and where possible employees on the redundancy list should
be offered the first opportunity.
This might involve retraining them or trial for the job .The rights to those employees should be upheld
till the matter is resolved either by switching to the new job or the payment of the redundancy benefits. When for
any reason an employer fails to follow the laid down procedure on redundancy, employees might lodge claims through
employer’s internal grievance procedure.
When the only option available is to make the employee redundant, it is a direct gov redundancy right
to receive the maximum possible benefits depending on the time he has worked for the employer. If an employee has
worked for more than two years for the same employer he is legible for the benefits in accordance with the
statutory redundancy calculator. This is based
on the weekly wages, age and the years he has worked for the employer. Statutory redundancy payment is the amount payable to an employee after a minimum
service of two years and the payment is exempted from taxation if it is not above 30000 pounds.
Direct gov redundancy rights require that the employer pay statutory redundancy payment without the
employee claiming for it and before the employee leaves employment with the company. When for any reason the
employer is slow to make such payment, or does not pay according to calculate my redundancy, a claim should be
forwarded to Employment Tribunal who will make the necessary follow up until justice is done. In calculating
redundancy payment, it is advisable to check on the contractual agreement to be able to come up with the correct
figures as dictated by direct gov redundancy rights.
This includes any increments in pay which will proportionally determine the redundancy pay in this case
and any other payment due to such employee. The employee should not go for less than the statutory redundancy
payment in any given circumstances for this will amount to breach of direct gov redundancy rights.
If an employee chooses to leave the present employment for another job in a different establishment
he might not be entitled to his statutory redundancy benefits though he has the rights by having been in that
employment for more than two years. In the above case, direct gov redundancy rights do not apply. The same thing
applies when you turn down a suitable offer for an alternative employment offered in good faith and in due
consideration of the eminent redundancy.
On the other hand when an employer chooses to temporally lay off an employee for more than four weeks it
is a direct gov redundancy right to claim from the employer his statutory redundancy payment.
The same applies when an employee is temporarily laid off 6 out of 13weeks.This should be done in the last four
weeks of the lay off and should be done in writing. In this case the employer should give a reply either to
reinstate you or pay statutory redundancy payment as enshrined indirect gov redundancy rights. The payment in this
case should include payment for failure by the employer to offer a notice as to the impending redundancy and any
other due which is the right of the employee in this case.
Redundancy Calculator for Employees