First individual redundancy consultation meeting script

First individual redundancy consultation meeting Script [Delete this line]

[Introduction]

Thank the individual for attending.

If no prior announcement has been made:  explain that you are going to have a very difficult conversation with them today regarding the problems in the business and how this might affect them/action you are having to consider.

If a prior announcement has been made: Do you have any questions concerning the announcement?

We have now begun a period of formal consultation.

It is intended that the consultation period will be for a period [days] days and is likely to end on [date] but that will be reviewed on an on-going basis.

[Commercial situation]

Explain to the commercial situation in the business:

[Consideration of Redundancies – At Risk]

Explain that, due to the commercial situation, the Company has to consider making the position they hold redundant and therefore the individual is at risk. 

They are NOT being made redundant at this time – but they are at risk.

[Voluntary Redundancy]

Ask the employee if they are interested in taking voluntary redundancy? If yes, record here.  If they want more time to think about it ask them to let you know within the next two working days.

[Explain Selection – if applicable]

Confirm any selection criterion that has been used (and discuss this). The individual may also want to see their scores. Explain why you have to reduce the number of position in this area.

The employees with the lowest scores may be selected from the pool for redundancy. 

If no selection has been used (they are the only person carrying out that job role) explain the reason for the post being at risk i.e. downturn in business, financial reason.

[Suitable Alternative Employment]

Explain that you have and will continue to consider alternative employment.  This has included looking at vacancies across the Company.

Please ensure that you regularly check the website for current internal vacancies. 

Confirm if no vacancies or confirm what vacancies there currently are.

[Where an alternative can be offered this should be done so, even if this is on a lower salary.  You can also ask individual to confirm if they wish to be considered or apply for any vacancies].

[Alternatives]

Explain that the Company would be happy to consider any alternatives or ideas the individual would like to put forward and would listen to and consider any suggestions that may be made. The individual should take this time (before the next meeting) to consider any alternatives. You don’t necessarily have to provide any ideas to their suggestions.

[Next Meeting(s)]

Confirm that a second meeting will be held to discuss the situation further on [date] (if known) and in that meeting notice may have to be issued to them.

[Payments]

Confirm that you have put together some information relating to payments.  This does not mean that redundancy is a forgone conclusion, but you felt it important that the individual have all the information.

Run through the payments or advise the individual that they are detailed in the letter (depending on how the meeting is going). Ask the individual to check the information on the estimated summary sheet.

[Notice period]

Confirm that if notice has to be given whether you may or may not need them to work their notice or if this will be confirmed at a later meeting.

[Questions and Answers]

Ask the individual if they have any questions they would like to ask at this time.

[Other matters]

Make a note any other matters discussed (use a separate sheet if required):

After the meeting follow up in writing what was discuss and details of the next meeting ensuring you inform them of the right to be accompanied.