Ok, imagine the scenario. You’re told on Friday morning at 9.35 a.m to go to the 7th floor and meet Siobhan, your HR generalist. Only HR live on the 7th floor, not real people. You go into a meeting room with her and there is Charles, your line manager or maybe Fiona, who is really quite senior in HR but not usually seen during the hours of daylight. You’re handed a lengthy letter and told that your role is at risk of redundancy. What do you do?
Answer: try and get as much information out of Siobhan and Charles/Fiona as you can. What to ask?
This is a preview of
10 questions to ask if you’re made redundant
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In my day job I am a Partner in the above firm. We have recently relaunched our website and have started a Dale Langley blog. Initial comments have been favourable. I have just posted an article on a case concerning compromise agreements and why you should not delay in negotiating the terms or signing off. Please click here to go to the article.
I have also written on compromise agreements and what they are before – click here to read more.
As ever, if you would like me to help please contact me at michaelscutt@dalelangley.co.uk
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Judging from the traffic on this site, redundancy is the big employment law issue at the moment and not surprisingly given the current climate. 1,000 job losses announced this week at Nomura, 650 at Credit Suisse and that on top of the losses at Goldman Sachs and Lehman Brothers. In my day job I am seeing plenty of people from investment banks and beyond, all with concerns and queries about either being told they’ve been selected for redundancy or are at risk. If you’re one of those people what do you need to know?
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