Implementing the redundancy & consultation process.

This one-day course helps managers involved in redundancies and individual consultations to understand good practice and the underlying legislation.  In doing so it helps ensure the correct process is followed and the workforce is better supported through this difficult period.

When making redundancies employers need to follow a fair consultation process; this requires careful planning and extensive consultation, collective and individual.  The consultation requires the employer to discuss and consider the subject matter in an open manner, free from any forgone conclusions.  Those involved need to understand and follow both the legislation and good process. They need to be able to answer any workforce questions, for example on selection, scoring, alternative options and redundancy pay, in a positive and reliable manner.   This training provides this essential knowledge.

For Whom
This one-day training course is for Leaders, Managers and HR teams involved in the redundancy process and those tasked with carrying out individual consultations.  We also have courses aligned to the needs of Directors/Senior HR leaders tasked with overall planning of the redundancy process and for employee reps who are pivotal to smooth implementation. 

CONTENT

Redundancy and The Law – Key Points

• What could go wrong, getting things right
• Legislation, ACAS codes and good practice
• 10 key steps for managing redundancy
• The effective redundancy plan
• Notification
  • Employers Duty to Inform and consult
• Selection Process
  • Unfair Selection
  • Appeals, Tribunals, Options, Pros and Cons, Alternatives
• Consultation and engagement overview
  • Collective and Individual
  • Fair, Reasonable, Frequency and Time Scales
  • Key content and information
• Options and Alternatives
  • Short Term Layoffs, Sabbaticals and Volunteer working
  • Changes to Pay and Benefits
  • Early Retirement and Voluntary Redundancy
  • Alternative Roles and Trial Periods
  • Refusing Offers, Job Hunting and Time Off Work
• Redundancy Pay
  • Notice Periods and Payments in Lieu
  • Statutory Redundancy Pay Rates
  • Holiday Pay, Unpaid Wages, Benefits, Tax and NI
  • Redundancy Service payments

2. The Managers Role and Duties

• Understanding the appropriate skills and behaviours
• Implementing the plan
• Two-way dialogue
• Cascading the Message and Giving Information
  • Group meetings and team announcements and Individual Consultations
  • Other ways to cascade and share information

3. Supporting Staff and Sign Posting Support Options

• Internal Support Options
• External Support Routes
  • Universal Credit and benefit calculators
  • Job Centre Plus rapid response service, including CV support and retraining
  • Other Options – Charities, Money Advice Services, Citizens Advice

4. Skills for Success

This session provides a range of hints and tips to help the consultation process go more smoothly.  It has a focus on empathy, effective communication and how to manage challenging situations

4.1 Managing Meetings, including one to one. 

• Agreeing ground rules
• Meeting structure, opening, conducting, closing
• Testing Understanding
• Records and note taking, including Defensible Documentation – “see you in court”
• Data Protection and Confidentiality

4.2 Defensible Documentation
Defensible documentation needs to underpin every stage and activity.  In the event of any appeal, tribunal or court case, everything that has been said, written or recorded will be subject to in depth review and scrutiny.  Those involved in discussion, meetings and consultation need to ensure that a comprehensive, wholly accurate and factual record is maintained.  Whilst this sound easy to achieve, in practice it is not.  This session provides an A-Z framework of advice, guidance and direction for drafting, writing and keeping high quality notes and records. 

4.3 Effective Communication Hints and Tips

• Empathy
• 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

4.4 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