This course helps make “Individual Consultation” fairer ,more effective AND MORE ROBUST.
ACAS rules demand that when consolation is demanded by law at least one individual consultation takes place but in most scenarios multiple individual consultations will be needed.
Employers must always follow a fair consultation process and be able to evidence it as such. Individual consultation is fundamental to a fair consultation process. In the event that a redundancy, dismissal or change, is escalated to an employment tribunal the tribunal will consider the extent to which the employer acted fairly and reasonably when reaching their decision. High quality individual consultation helps evidence a fair and reasonable process.
Effective consultation requires the employer to discuss and consider the subject matter in an open manner, free from any forgone conclusions with the aim of avoiding the expected change or redundancy. If the employer has already made a decision, there is be nothing to consult on which makes the consultation a sham process. Consequently, it is important that those tasked with carrying out “Individual Consultations”, understand their importance, together with the rules and the approaches that make them fair and effective.
For Whom
This training course is for Leaders, Managers and HR teams who may be involved in “Individual Consultation” process.
It is also suitable for employee reps who need to understand the process better
CONTENT
- The Purpose of Individual Consultation
- Aims and objectives
- The need for an open mind with no pre-determined outcomes
- To avoid imposed contract changes or redundancy
- To reach agreement on a way forward
2. Situations when Individual Consultation May Apply
- Changes to Contracts and Redundancies
- After Collective Consolation or Instead of Collective Consultation – understanding the difference
3. Legislation, Case Law and Good Practice – key points
- Individual consultation v collective consultation
- Specified information
- Periods of time, meeting requirements
- Example contract variations and support measures
4. Typical Time Lines and Stages
- An announcement
- Initial individual consultation meetings with each potentially affected employee.
- Employee reflection period including time off work
- Second Individual Consultation meeting – alternatives and Options
- Selection Process
- Post Selection Process Individual Consultation Meeting
- Employer Review and additional Individual Consultation Meetings as required
- Final consultation meeting
- Final Individual meeting with each employee. – Confirming the outcome individually
5. Individual Consultation Meeting Guidance
ACAS guidelines specify a minimum of one individual consultation but in most scenarios, where employers want to act fairly, support their staff and be seen to do so more are often required. Employers need to consider time lines and time limits, together with the number of people involved and make a decision on strategy and approach.
Using case studies and example scenarios this session explores how many meetings may be needed and the focus of each, including:
- Immediately, after the change announcement. To clarify the situation and how it may impact on the individual
- After the employee has had time to consider pending situation.
- After the selection process has been completed
- General reviews, updates on process and feedback on previous concerns/suggestions
- The dismissal meeting
6. Hints and Tips for Effective One to One Meetings
This session explores a range of communication and soft skills that help make one-to-one meetings more effective.
6.1 Developing an Effective Structure Right
- Ground Rules
- Planning a meeting
- Opening the meeting
- Conducting the meeting
- Testing Understanding
- Before closure
- Records and note taking
- Defensible Documentation – “see you in court”
- Data Protection and Confidentiality
6.2 Effective Communication Hints and Tips
Making consultation and meetings more effective revolves round effective communication. This session explores some simply, easy to apply techniques that allow those hosting a one-to-one meeting to improve its effectiveness
- Active Listening
- Concentrating, being non-judgmental, showing empathy and respect
- Reflective listening, Paraphrasing, Summarising
- Questioning Techniques
- Open, Probing, Reflective, Closed
- Multiple Questions, Hypothetical Questions, Leading Questions
6.3 Supporting Different People – Hints and Tips
Employees attending individual consultation meetings will show a range of different emotions. This session provides hints and tips on how to engage, better, with those who are:
- Anxious or Nervous
- Angry
- Confused and Rambling
- Shy and Diffident
- Upset
ASK FOR A NO OBLIGATION QUOTE - NOW
we won't chase you, we wont pester you, we won't add you to any mailing list