Redundancy and restructuring FAQs
These are the most common questions our members ask during redundancy and restructuring exercises. The answers are only visible to logged-in members.
The consultation process
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How must employers consult employees and unions in a restructure or redundancy?
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What are the first practical steps management need to take if there are going to be redundancies?
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Supposing The ECS Group, like some smaller unions, is not recognised in your employer?
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What policies should an employer have in place as a framework for redundancies and restructuring?
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What are the essential ground rules for the consultation process?
Specific issues affecting individual members
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How long will my salary be protected if I am offered a lower graded job?
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What is the most appropriate process for selecting staff for posts in the new structure?
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Can refusal of a suitable alternative employment endanger your redundancy rights and payment?
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Are we allowed a trial period for any alternative job we are offered?
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I am a part-timer but all the jobs on offer appear to be full time ones. What can I do?
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What can I do if I think the selection process for remaining jobs is unfair?
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What is meant by "continuous service" and how does it affect any redundancy payments?
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If I leave with a redundancy payment can I get a job elsewhere straightaway?
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