Procedure

If you are one of the affected employees, you will be formally notified in writing that your role may be at risk of redundancy. This does not mean that One Degree North has pre-determined the outcome of the procedure but just that it is a measure that we are considering.  Whilst no decision can, or indeed will, be made about making a role redundant until a consultation process has been carried out, it can be expected that we will have given prior thought as to which roles within a business may be affected by the process.  

When you receive notification that you may be at risk of redundancy, this notification will include:

• Reasons for the proposed redundancies. 
• Outline of the process to be followed.
• Confirmation that you can be represented at the meeting by a work colleague or trade union official representative.

Proposed timescales for completing the consultation process will be on a case-by-case basis. There is no minimum consultation period where 19 employees or fewer are being made redundant and we may, at our discretion, chose to conclude the process within 1 meeting. In circumstances where there are more than 20 employees being made redundant at the same time then the consultation process must commence at least 30 days before any dismissals are proposed to take place.  In circumstances where there are 100 or more employees being made redundant at the same time then the consultation process must commence at least 45 days before any dismissals are proposed to take place. 

For parents on Maternity/Paternity leave and whose positions may be at risk of redundancy, consideration will be given to the timescales for consultation. This may involve extending the consultation period in order to allow the parents to attend formal consultation meetings. This extension would be permitted to all in the same selection pool.