What are the steps for redundancy?
We’ll take you through the following steps:
- Step 1: Be clear on your reasons.
- Step 2: Determine which roles will be placed at risk of redundancy.
- Step 3: Let people know their post is at risk of redundancy.
- Step 4: Draw up a selection criteria.
- Step 5: First individual consultation meeting.
- Step 6: Selection criteria scoring.
Do employers have to consult for redundancy?
If you’re an employee affected by redundancies, by law your employer must consult you. By law they must meet with you at least once. They might need to talk to you more than once to make sure they can respond to your suggestions or requests.
What is a redundancy selection process?
What is a redundancy selection matrix? A redundancy selection criteria matrix sets out the criteria that will be applied in deciding which employees to make redundant. Each employee in the redundancy pool is scored against each of the criteria and the employees with the lowest scores are then selected for redundancy.
How does redundancy work in Australia?
Redundancy pay doesn’t need to be paid in some circumstances, such as if the employer is a small business or the employee is a casual. The amount of redundancy pay the employee gets is based on their continuous service with their employer.
How do companies decide who to make redundant?
The following criteria can be used when selecting employees for redundancy:
- Skills and experience;
- Attendance and disciplinary records;
- Standard of work performance; and.
- Aptitude for work.
How much notice does my employer have to give me for redundancy?
The statutory redundancy notice periods are: at least one week’s notice if employed between one month and 2 years. one week’s notice for each year if employed between 2 and 12 years. 12 weeks’ notice if employed for 12 years or more.
How do employers choose who to make redundant?
What’s the minimum notice for redundancy?
12 weeks
According to redundancy law, you’re entitled to a minimum notice period of: 12 weeks’ notice if you’ve been employed for 12 years or more. at least one week’s notice if you’ve been employed between one month and two years. one week’s notice for each year if you’ve been employed between two and 12 years.
How much is a redundancy payout Australia?
What redundancy pay is payable?
| Period of continuous service | Redundancy pay |
|---|---|
| At least 1 year but less than 2 years | 4 weeks |
| At least 2 years but less than 3 years | 6 weeks |
| At least 3 years but less than 4 years | 7 weeks |
| At least 4 years but less than 5 years | 8 weeks |
What is a typical redundancy package?
Redundancy pay is based on your earnings before tax (called gross pay). For each full year you’ve worked for your employer, you get: up to age 22 – half a week’s pay. age 22 to 40 – 1 week’s pay. age 41 and older – 1.5 weeks’ pay.
Can a company use redundancy to replace an employee?
Redundancy cannot be used by an employer to replace an employee with a different employee doing the same job. There must be legitimate operational reasons for the redundancy such as: a machine/device is able do the job; tasks done by an employee are distributed between several other employees;
What do you need to know about voluntary redundancy?
Many employers have a policy that provides for ‘voluntary redundancy’ in certain circumstances. It is to assist the employer to coordinate the redundancy process. There are those who think it is a way for an employer to manage out those employees who are less productive, this is not the case.
How to conduct a redundancy consultation in Australia?
This article provides an outline of seven practical steps you can take to formally conduct a redundancy consultation and also remain compliant under Australian law. 1. Consult With All Staff. The first step in the redundancy consultation process is to announce any operational changes. These can be made verbally, or in writing.
When do you not get redundancy pay in an award agreement?
A modern award or enterprise agreement which incorporates modern award redundancyother acceptable employment for you or in other specified situations. provisions may state that an employee will not get redundancy pay if their employer finds is unable to pay the full redundancy pay entitlement.