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Statutory payouts for redunddancy are negotiable
Law firm Hugh James said 255,000 staff were made redundant during 2016-17, though the value of redundancy payments declined slightly from 4bn in 2015-16.
The Department for Business, Energy and Industrial Strategy declined to comment.
That assumes that by now you dont actually want your job back because you feel so aggrieved with their unfair treatment, or youre sure they will select you anyway.
Firms across most sectors are having to look at short and long-term adjustments to weather the pending storm.Each circumstance varies in a redundancy situation in which the employer offers an enhanced package under a settlement agreement.In terms of wages, this includes contractual benefits, such as a company car, private medical or health insurance.Some offer little more than statutory, but enough to make the employee accept it if their situation is hopeless.Often this will depend on the size tahoe casinos and resources of the employer.In many cases these days, the decision has not even been taken in this country, so negotiating with your employer in such circumstances is more difficult.The first you hear of it may be at a consultation meeting, but management may have been discussing it for months.You might think that the decision to make you redundant is really bad for the business and will result in lost revenues, but that is not the test for the employment tribunal unfortunately. .As mentioned above, in making an award for compensation in these cases, an Employment Tribunal has the power to reduce both the basic award and the compensatory award.Employment tribunals will not put themselves in the shoes of the employer for this.Redundancy pay, the amount of redundancy pay the employee gets is based on their continuous service with their employer."Survivors" will inevitably miss some of their colleagues, and perhaps have to work harder or do longer hours without extra remuneration or recognition as a result.Or are there solutions, once you allow yourself to look for them?Gareth Chick, human resources specialist and director.Chick suggests using a third party to do the negotiation for you.Dont forget to appeal If you are finally made redundant, then you should make sure that you appeal against the decision, pointing out any defects with the procedure as set out above.The main heads of losses that you can claim are as follows: loss of wages; loss of future wages; loss of statutory rights (it takes 2 years before you have unfair dismissal protection, or you can qualify for a redundancy payment loss of pension.Companies are looking to increase profit margins in the long term by paying out huge redundancy packages, as they will need to react in the near future to the economy, strip down their operations and give themselves a fighting chance, he added.These include cases where as well as constructive dismissal, there is a claim for discrimination, whistleblowing, a breach of a health and safety issue or where you are dismissed after trying to assert a statutory right.If you have already received a fairly large severance sum already, you will need to carefully consider if it is worth making an unfair dismissal claim (because of the 80k statutory cap).Page reference No: 2045.
Statutory redundancy pay is calculated with reference to your number of completed years service.
In addition, in some circumstances in a redundancy dispute, an employer should consider whats commonly referred to as bumping.