Policy Adopted on 15/04/2021 / Revised on 04/07/2023 and will be reviewed Q2 2024 – Revision 2.0
1. Policy Statement
Revive Church is committed, in the event of unavoidable redundancy, to ensure a fair and appropriate process, adhering to our statutory obligations under Employment Rights Act 1996 and other statutory guidelines, with the aim of compassionately and effectively supporting our employees through the redundancy process as set out in this policy.
2. Reason for Policy
Wherever possible we want to avoid compulsory redundancies, and will take every step we can to find an alternative solution. This policy outlines our procedure for supporting our employees in the event we cannot sustain their role, and in the event of unavoidable redundancy, identifies the process we will follow to ensure we meet our duty to our staff under law and reduce the impact of the process on the welfare of all affected staff members.
3. Who Should Read this Policy
- All staff members
- All Leaders with Revive Church
- Board of Trustees
- Overseers
- Senior Leaders
4. Resources
- This policy is part of the Staff Handbook found on The Way We Work platform – https://twww.revivechurch.uk
- The Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002 (legislation.gov.uk)
- The Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 (legislation.gov.uk)
- Equality Act 2010 (legislation.gov.uk)
- Employment Rights Act 1996 (legislation.gov.uk)
5. The Policy
5.1. Introduction
Due to changes in the economic or technological environment or, alternatively, church-related reasons, Revive Church may need to reduce the number of its employees. In these unfortunate circumstances, there may be a requirement for employee redundancies and changes to the organisational structure.
In the event that redundancies are considered unavoidable, the church will first ensure it explores all other alternatives, including redeployment. We will endeavour to support all employees throughout this process.
This policy sets out our approach to conducting a redundancy exercise. We will always aim to avoid redundancies in the first instance. However, where they are unavoidable, it is our aim to keep the impact of such change to a minimum.
We are committed to keeping employees consulted throughout any redundancy process and to provide support through what can be a distressing time.
The church is aware of the statutory obligations in respect of redundancies provided for by the following pieces of legislation:
- Equality Act 2010
- Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations 2002 and
- Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000.
This policy applies to all church employees.
This policy does not make up part of an employee’s contractual terms and conditions.
5.2. Alternatives to redundancy
Prior to confirming any redundancies, we will take steps to explore all other alternatives that are suitable to maintain the needs of the church.
The particular measures to be taken will depend on the exact circumstances at the time a decision is made. However, the following represents measures which will be explored:
- reduction or cessation of the use of temporary/agency staff
- freezing or reducing external recruitment
- banning or restricting overtime hours
- short-time working or temporary lay-offs
- flexible working hours/days
- redeployment of employees to other suitable alternative work
- restriction on internal recruitment
- seeking agreement for reductions in employee pay
- “bumping” and
- volunteers for redundancy (see below).
5.3. Voluntary redundancy
When a redundancy exercise is proposed, the church may take the initial step of inviting applications from all areas of the church for voluntary redundancy for a restricted period of time.
The final decision on accepting a voluntary redundancy application will be made by the church trustees and employees must be aware that volunteering for redundancy will not necessarily lead to an approval of that application. We may deem that the volunteer’s skills and capabilities are such that it would be detrimental to the church’s future prospects if they were no longer available. In these circumstances, the application is likely to be denied.
Any acceptance of an application for voluntary redundancy will be confirmed in writing and the individual invited to a meeting to discuss arrangements for the termination of their employment, including any entitlement to redundancy pay which may or may not include an entitlement to enhanced redundancy pay.
5.4. Consultation and Information
During the period of consultation, the following information will be outlined:
5.5. Individual consultation
A period of individual consultation will be conducted for those employees who have been highlighted as “at risk” of redundancy. During this consultation, the employee will be informed of our proposed approach to the redundancy including selection criteria to be applied.
When an employee has been selected for redundancy, they will be informed of this and will have the opportunity to explore the reasons for the selection. Only after the employee has had the opportunity to do this will final decisions be made on who is to be made redundant.
In the event that notice of termination is served, the employee will be invited to discuss the decision with their manager. During this meeting the employee is to be notified of the timescales of termination in addition to any redundancy payment that may be available.
5.6. Redundancy selection
We will always endeavour to use comprehensive and fair selection criteria. However, it should be noted that we reserve the right to adjust its criteria to suit the circumstances leading to the proposed redundancy.
5.7. Alternative work
In an attempt to avoid redundancies, wewill ensure that action is taken to seek alternative employment options for employees who have been notified of their redundancy until the point of termination. Existing vacancies in the church will be outlined and be subject to discussion with the employees concerned. For this purpose, further meetings may be arranged between the employee and their line manager. If a role is found to be suitable and an offer presented, a trial period of four weeks will apply.
If, during the trial period, the alternative vacancy is deemed unsuitable then the employee’s employment will be terminated upon conclusion of the trial period. The employee’s entitlement to a statutory redundancy payment will not be affected by this decision. In the event that further suitable alternative work is found, the employee will again undertake a trial period of four weeks in that role. The trial period may be extended if extra training needs are identified.
The employee loses their entitlement to a statutory redundancy payment upon an unreasonable refusal of a suitable alternative role. The same will apply in the event that the employee, having taken up the offer of the suitable alternative role, then resigns before the end of the trial period.
Employees who are on maternity, paternity, adoption or shared parental leave will be given preference over other employees in the search for suitable alternative vacancies.
Where there is more than one suitable applicant for a vacancy, we reserve the right to introduce a selection process akin to those used in a normal recruitment process, to allow for fair selection of the most suitable applicant.
Vacancies will, in the first instance, be “ring-fenced” for internal recruitment only.
5.8. Time-off to look for work/undergo training
If a notice of redundancy dismissal is served, those employees with at least two years’ continuous service will be allowed time off work to seek other employment. A reasonable amount of time off will be granted for the purpose of attendance at interviews and participating in training for other form of employment. Any time off should be discussed with the employee’s relevant manager prior to being arranged.
5.9. Support for redundant employees
The church acknowledges the important role it plays in the provision of support to employees during the redundancy process and will endeavour to provide that support where possible. Consideration may be given to employee requests for further needs such as training and additional education, however, requests will be assessed on an individual basis.
5.10. Statutory redundancy payments
A statutory redundancy payment will be payable to those employees with a minimum of two years’ continuous service with the church. This redundancy payment is formulated based on an employee’s age, length of service and final gross weekly pay. This final gross weekly pay is subject to the statutory maximum at the time of the redundancy dismissal.
5.11 Notice and termination of employment
Normally, employees will be required to work during their redundancy notice period, however, we reserve the right to make a payment in lieu of notice (PILON). In these circumstances we may consider a request from an employee to reduce their contractual notice period or the employee may provide a counter notice in line with statutory provisions. In the case of the latter, we will normally accept a counter notice unless exceptional circumstances apply.