What's an "associate" in this context?A very large number of associates
Yes it happens, I have been through similar process myself.
Is the voluntary redundancy worth sticking around for?
And is it confirmed he will be one of those restructured?
If so, use this to his advantage. There should be scope to discuss with the company time off for interviews, making sure a reference is put on file available. In 18 months time he may be in a great situation, where he is in a better position (either in pay or hours) and has the package.
The real uncertainty \ anguish is if you're unsure of whether you will get the package. But you can see which way the company is headed and have to decide whether to jump ship or hope for the package. It won't be the same company post restructuring, staff may have extra\different duties, so even if happy in current role no guarantee things will continue like that.
It sounds like he needs to start looking now unfortunately at the risk of foregoing the package - unless the package is so generous he could still come out ahead even with a medium length gap in employment. If it is a very niche role, he may want to get to the market ahead of the other associates if they could be competing for same role.Yes, his name is mentioned in directly impacted.
Uncentaincy is related to the opportunities he might have from now to the time of his departure. He has specific skill set and worried if he may or may not get suitable job when made redundant next year. On the other hand if he keeps trying for next one year - it's likely he will land into similar job.
There should be scope to discuss with the company time off for interviews, making sure a reference is put on file available.
Yes of course, re: the time off for interviews, references I meant in the notice period once he has been notified of redundancy.But in doing this he is showing his cards to the company i.e. he is considering going without the redundancy payment. If they see this it may well be playing into their hands and they will hold off on letting him go and bide their time to save on the payment. Best to keep your cards close to your chest because interviews can be arranged outside on time off or outside of office hours depending on his level or experience.
Probably also depends on how big the payment is going to be as mentioned above.
It simply meant employee. Apologies for corporate jargon.What's an "associate" in this context?
Yeah, there's supposed to be a minimum of 30 days before the formal notice is issued to individuals affected. While they could identify affected departments, I didn't think they could identify the chosen individuals prior to the formal notice.Isn't there supposed to be a consultation with employees for any large redundancy?
Many companies come back stronger after a restructuring. A lot will depend on the company involved, but some of the ones announcing significant layoffs have strong fundamentals, but hired aggressively to meet demand that spiked during Covid. They will survive a recession by scaling back and expanding again as the market recovers. Indeed, restructuring like this can create opportunities for advancement for someone with the skills and motivation to take advantage.It has created huge uncertaincy for him as he knows there is no long term future in that company.
Living in anguish would be a personal choice, there is no need to do so with such advanced notice of a potential redundancy. Not all of the IT market is equally affected by the major layoff announcements and many are continuing to recruit. Where I work is still hiring and there's still competition for good candidates. We're being asked to reach out to contact in firms announcing layoffs to encourage applications.So he has two options - live in mental anguish for another year or start looking for opportunity else where.
He hasn't be served notice but given heads up in open forum that he will be leaving next year. It seems they are nudging employees to find alternate options and resign when ready, which will happen in many cases. Can this practice be challenged legally ?Yeah, there's supposed to be a minimum of 30 days before the formal notice is issued to individuals affected. While they could identify affected departments, I didn't think they could identify the chosen individuals prior to the formal notice.
12+ months notice is also very unusual and could create problems for the employer.
If they're in trouble then those with good job prospects and skills in demand (e.g. IT) should probably just get going. But the way that you describe it there sounds like potential constructive dismissal. But maybe the employer thinks that they're being helpful. Difficult to tell. And who wants to take an employer to task at the WRC or whatever when they could be getting on with their life?He hasn't be served notice but given heads up in open forum that he will be leaving next year. It seems they are nudging employees to find alternate options and resign when ready, which will happen in many cases. Can this practice be challenged legally ?
Firstly and legally, people don't get made redundant, roles do, It is not uncommon to see people leave with a package and be rehired in a different role a number of months later. Indeed, I know one person who actively and successfully pursued such a strategy. It's also perfectly legal to make someone redundancy from one role and rehire them but it is riskier in that they could claim that the initial redundancy was flawed.He hasn't be served notice but given heads up in open forum that he will be leaving next year. It seems they are nudging employees to find alternate options and resign when ready, which will happen in many cases. Can this practice be challenged legally ?
Agree, companies go through redundancy and hiring again. I have also seen people being hired again in similar roles but with reduced packages.
That's correct in theory, but I suspect that many of us have direct or indirect experience of it being otherwise.Firstly and legally, people don't get made redundant, roles do
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