Redundancy

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Redundancy is a form of dismissal and may be as a result of fixed term post coming to an end or, as a result of you needing to reduce/reorganise your workforce.

Fixed Term Contract Dismissal

Where a fixed term contract is to be ended then a 'Leaver' form should be submitted via the  HR School Support Online  system as an 'End of Contract'. However it should be noted that non-renewal of a fixed term contract without the offer of a suitable alternative employment will amount to a dismissal by reason of redundancy. The dismissal of a person with over 2 year’s continuous service may result in a redundancy payment being made. You should seek advice from you HR Business Partner in determining whether this is the case and any details of the redundancy payment should be submitted electronically as an attachment to the 'Leaver' instruction on the HR School Support Online system.  

Reduction in Workforce

An employee will be deemed to be dismissed by reason of ‘redundancy’ where his or her dismissal is wholly or mainly attributable to the fact that;

Under these circumstances a 'Leaver' form should be submitted via the  HR School Support Online system however it should be submitted as a 'Redundancy'. The dismissal of a person with over 2 year’s continuous service may result in a redundancy payment being made. You should seek advice from you HR Business Partner in determining whether this is the case and any details of the redundancy payment should be submitted electronically as an attachment to the Leaver Instruction on the HR School Support Online system.  The system guides you through the process of submitting a Leaver ensuring that all the relevant information is gathered. 

How is a Redundancy Payment Calculated?

Section 162 of the Employment Rights Act 1996 sets out how a redundancy payment is calculated:

This would start with determining the period, ending with the relevant date, during which the employee has been continuously employed.

From this the number of complete year’s employment would be calculated. The appropriate amounts would then be calculated based on the following:

Redundancy payments and pension benefits will be paid in accordance with the School’s Discretionary Compensation Policy and the Local Government Scheme Regulations and Teacher Pension Schemes in existence at the date of the employee’s employment.