First individual redundancy consultation meeting script template
Value bundles that include this:
Our First Redundancy Consultation Meeting Script Template enables structured discussions, addressing employee concerns professionally at the start of the process.
Additional implementation support:
Why this script is necessary
The purpose of a First Individual Redundancy Consultation Meeting Script Template is to provide a structured framework for the initial consultation meeting with an employee who is at risk of redundancy.
The script helps guide the conversation between the employer and the employee, ensuring that all relevant topics are covered in a sensitive and professional manner. It allows the employer to explain the reasons for potential redundancy, explore potential alternatives, and answer any questions or concerns the employee may have. The template aims to ensure a fair and transparent consultation process, providing the employee with necessary information about the redundancy process, their rights, and entitlements.
Additionally, the script helps create a consistent approach to handling redundancy consultations, promoting clarity and understanding for both parties involved.
Compliance notes
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Employment Rights Act 1996: Provides guidelines on the redundancy consultation process, including individual consultations and the obligation to inform employees of potential redundancy.
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Trade Union and Labour Relations (Consolidation) Act 1992: Applies to collective redundancies and outlines the consultation requirements for employers when making multiple employees redundant.
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Equality Act 2010: Ensures fair treatment during the redundancy process, prohibiting discrimination based on protected characteristics.
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ACAS Code of Practice on Handling Redundancy: Offers best practices for employers to follow during the redundancy process, including individual consultations.
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Data Protection Act 2018: Ensures that employee data related to redundancy consultations is handled securely and confidentially.
Workflow sequence
Redundancy selection criteria matrix form template
Use this model redundancy selection criteria matrix to set out the criteria that will be applied in deciding which employees to make redundant.
Final individual redundancy consultation meeting invitation letter template
If you need to conclude consultation with a provisionally selected employee, send this model redundancy consultation final meeting invitation letter template.
Specifications
5 mins
606 words, 2 pages A4
1 November 2024
First individual redundancy consultation meeting Script
[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.
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