Redundancy is a sensitive subject that should be handled with care and respect. Employers have a responsibility to advise persons facing layoffs through a polite manner. Knowing your obligations as a firm and assisting workers in understanding their rights can pave the road for fair discussions. To provide workers with the information they need, clarity and consultation are essential.
To begin, a fair redundancy must include a consultation procedure with recorded proof of a fair selection procedure. The redundancy selection procedure is divided into three stages:
- The criterion for selection that will be used
- How can the selection criteria be applied fairly and objectively?
Employees have the right to earn vacation time when on leave due to illness. For a full-time worker (working five days a week), the legislative minimum is 28 days per year, including eight days of bank holidays. Therefore, you provide your employees 22 days plus bank holidays, for a total of 30 days, which is more than the legal need.
Remember that there will be nine bank holidays in 2022, bringing the total number of days off to 31.
To ascertain if the number of holiday days accumulates at the legal or contractual rate during sick leave, you should refer to the employee’s contract of employment or your internal regulations.
While it is illegal to pay someone instead of their statutory holiday entitlement while employed, you may pay for any earned vacation days that are not used upon cessation of employment, whether due to redundancy or any other reason. In most cases, holiday compensation will be equivalent to contractual salary.
She is eligible for up to 28 weeks of SSP (Statutory Sick Pay). You should issue an SSP1 six weeks before it expires so she may apply for social security benefits. Following the UK’s withdrawal from the EU, statutory sick pay has risen by 0.5 per cent, from £95.85 to £96.35.
