I’d appreciate a sense check on settlement approach in relation to a redundancy consultation.
5 are at risk of redundancy in total. I was signed off sick for 4 weeks during the process, but the employer is keen to push ahead and conclude the consultation quickly.
Employer has indicated an enhanced package of PILON + accrued holiday + ex gratia at 1 week per year of service (statutory cap lifted to actual salary).
I’ve sent a long letter in response to the consultation challenging redetermination, the selection criteria and process and citing instances of discrimination and potential bias.
I now have a job offer (obviously won’t be telling my employer this) and want to settle but I’m aware others at risk are signed off sick or otherwise seeking to drag out the consultation process. I’m considering a Without Prejudice offer seeking:
- 3/4 weeks’ pay per year of service (uncapped, based on actual salary) (knowing that I’m aiming to meet in the middle somewhere)
- PILON + accrued holiday
- Agreed HR reference
I would be grateful for input on the following:
- The downside to making a WP offer before formal redundancy is confirmed
- Other thoughts on the timing of sending a WP offer
Many thanks in advance