Consultation
Don't leave the meeting without answers
Redundancy meetings move fast and it's hard to think straight. These are the questions people wish they had asked. Pick the ones that matter to you, and ask for the answers in writing.
The process
Understand exactly where you stand and how decisions are being made.
- 1 What does being "at risk" mean for me, and when and how will a final decision be made?
- 2 What selection criteria are being used, and can I see my own scores?
- 3 Is there a voluntary redundancy scheme before any compulsory redundancies?
- 4 What alternative roles have been considered for me, and can I apply for them?
- 5 Is this a group consultation, and can I also make my own case?
- 6 Is there an appeal process, and what is the deadline?
The package
Get the numbers in writing so you can check them.
- 1 Can I have the full calculation in writing, line by line: statutory, enhanced, notice, holiday and anything else?
- 2 Is the enhanced payment based on my full salary, and is there a cap on weeks or years?
- 3 What start date and leaving date are you using to work out my service?
- 4 How will untaken holiday and any bonus or commission for this year be paid?
- 5 Which parts of the package depend on signing an agreement, and what does the agreement ask me to give up?
- 6 How will each payment be taxed, and will you apply the tax-free exemptions through payroll?
Notice and timing
Timing can change what you receive and when benefits start.
- 1 Will I work my notice, be put on garden leave, or be paid in lieu of notice?
- 2 Could my leaving date be moved, and would that change my entitlements?
- 3 If I find a new job during my notice, can I leave early without losing my package?
- 4 Can I have paid time off for interviews and assessments?
Benefits and support
The things that are easy to forget until they stop.
- 1 What happens to my pension, health insurance and life cover, and until when?
- 2 What happens to unvested shares, options or long-term incentives?
- 3 Can I keep or buy my laptop, phone or home-office equipment?
- 4 Will you contribute to the cost of independent legal or financial advice?
- 5 Is outplacement, career coaching or a training budget available?
- 6 Will you give me a reference, and can we agree the wording?
Severance and settlement agreements
Before you sign anything
An enhanced package usually comes with an agreement that asks you to give up legal claims. Once it's signed, it's very hard to undo.
Check the figures
Compare every number against your own calculation and your payslips. Ask for corrections in writing.
Understand what you are giving up
Most agreements waive your right to bring claims. Make sure you know which claims, and whether any existing complaint is affected.
Read the small print
Look for confidentiality, non-disparagement, clawback, non-compete and data access clauses, and the reference wording.
Check the timetable
Know when you must sign by and when the money will be paid. If you need more time to take advice, ask for it in writing.
Take independent advice
A lawyer or qualified adviser can spot problems and sometimes negotiate a better deal. Employers often contribute to the cost.
Keep a copy of everything
Keep the signed agreement, any side letters and all correspondence somewhere you will still have access to after you leave.