Redundancy Payment Scheme
Pre-January 2013
Where a member of staff's contract is terminated for reason of redundancy, including the expiry of a fixed term contract, the University's Redundancy Payment Scheme shall apply.
Individuals with 2 years service or more will be entitled to receive a Statutory Redundancy Payment (SRP).
The SRP is calculated according to the member of staff´s length of service, weekly salary and age. The Department of Human Resources will write to the individual at the end of their contract providing a calculation of their SRP entitlement and to confirm payment arrangements. The SRP will be paid as soon as administratively possible following the expiry of the FTC.
SRP estimates may be calculated using the the Government's statutory redundancy entitlement calculator. Please note that this facility does not calculate reductions for individuals aged between 64 and 65 years.
Visit the Directgov statutory redundancy entitlement calculator
Enhanced Statutory Redundancy Payment Scheme
Where redundancies are unavoidable the University shall, in the first instance, endeavour to avoid compulsory redundancy by offering an enhanced statutory redundancy payment option and, depending upon the circumstances, by seeking volunteers. The mechanism by which this might be achieved shall be considered as part of the early stages of consultation. The University shall act in accordance with agreed procedures in the calculation of redundancy and pension payments.
At the point where a member of staff becomes at risk of redundancy they shall be advised in writing. They shall normally be invited to consider the option of an enhanced statutory redundancy payment according to the University´s agreed payment scheme, as an alternative to redeployment*:
- Where a member of staff confirms they shall opt for the enhanced statutory redundancy payment, they will be required to complete the Enhanced redundancy application form, and return it to the Department of Human Resources. Entitlement to the provisions of the Redeployment Policy shall be forfeited.
- Where a member of staff confirms they shall opt to explore redeployment opportunities instead of the enhanced statutory redundancy payment, they will be required to complete the Redeployment Skills Analysis Form (Form R1). Entitlement to the enhanced payment scheme shall be forfeited.
The enhanced statutory redundancy payment scheme shall be based upon the Statutory Redundancy Payment calculation, enhanced by 100% and is available to members of staff with 1 year or more service. The options shall be confirmed in writing to the member of staff by the Department of Human Resources. The member of staff shall have 10 working days to consider and confirm their preferred option, by which time they shall be expected to have completed the relevant documentation and returned this to the Department of Human Resources.
To inform their decision making, staff considering the 2 options available may seek a confidential discussion with their Head of Department or a member of staff in the Department of Human Resources, who can provide information on arising vacancies, based upon those arising previously. However, where individuals require advice on which option to take, this should be sought from an independent source, such as a Campus Union representative.
The University shall determine whether any applications for the enhanced statutory redundancy payment option can be made and accepted and reserve the right either not to offer or to refuse applications made where they are not in the interests of the department or the wider University.
Where the University has approved an application for the enhanced statutory redundancy payment option:
- eligibility for redeployment is permanently forfeited;
- the terms of the redundancy payment shall be in accordance with the University’s agreed payment scheme;
- notice shall be given in accordance with contractual or statutory entitlement, whichever is the greater;
- the member of staff shall be eligible for reasonable paid leave of absence to seek alternative employment, in line with statutory requirements;
- the University shall consider as sympathetically as possible any request by the member of staff to waive all or part of the notice period to accommodate for early release, for example, where they have obtained an offer of employment;
- the member of staff is not eligible to be employed by the University for a period of 4 months following from date employment ceases.
* Please note that where a member of staff does not indicate their preference of either redeployment or enhanced redundancy, it will be assumed that the member of staff has opted for statutory redundancy.
Statutory Redundancy Payment Scheme
Members of staff who choose to access provisions for redeployment and remain unplaced at the end of the redeployment period shall be subject to the terms of compulsory redundancy, which shall include the terms of the compulsory redundancy payment scheme. Contractual notice periods shall run concurrently.