Well, I'm in my 40's so I am into the 2nd half of my working life! I would prefer to stay with the company though, the length of time isn't really an issue to me.
Thanks for the info. What I don't understand is how I can negotiate here. I mean, they only have to offer me two weeks statutory minimum, right? I just don't get where I can ask for more - on what grounds? What would\could they do if I simply refuse their offer??
I agree with you though, I was going in looking for -
6 weeks per year (on full salary)
Payment for untaken holidays this year
Payment for outstanding commission bonus from Q1 (anything over target is saved until year end and paid in January).
Is any of this unreasonable or are there any other suggestions?
Hello,
Sorry to hear that you are facing this. Having been through a redundancy process myself in the past, I know that it can be a little unsettling. However, the secret is to make a plan for what you are going to do after you finish working for this employer - then you have something to focus on (even if the first couple of weeks is a holiday, before you commence a job search or return to education etc.).
In the first instance, I would say as little as possible when you meet with the person from HR, listen to what they are proposing and take a few notes (although they will most likely give you a summary in writing), then ask for time to consider what they have told you and that you will revert to them with questions. I would also say that you may decide to bring someone with you to meet with them in a few days time and that if you do, you will give them prior notification of who that person will be.
Given you are in your 40's, it may take a little while to get another job (despite the fact that you work in a good sector for jobs) so I would actually start off by telling your employer that you expect 7 weeks per year of service, in recognition of the fact that it may take you longer than say a 25-year old, to get a new job.
With regards to other things you might like to ask for:
A popular "add on" is a retraining grant, to either retrain you for alternative employment or to enable you to update or improve your skills, making you more employable etc. The best that I have seen or heard of to date, was a payment of €12k (that was based on 4 x €3k, subject to certain minimum service having been obtained but in reality, was paid to anyone with more than 4 years employment as I recall). What made this payment particularly attractive, was the fact that evidence of expenditure did not have to be provided, so in reality, it was a €12k payment on top of the redundancy payment.
It is also usual for your employer to either arrange for you to meet with a specialist who will give you a little career advice and help you prepare a CV, or make a contribution towards the cost of you obtaining same. In fact, something in the back of my mind is telling me that an employer is obliged to do this, but please don't hold me to this as I am not 100% certain.
If the company has a corporate pension scheme, also ask for a meeting with an advisor from the pension provider, so they can run through the options with you regarding what can be done with your pension if you are leaving employment etc.
In my case, we were also able to get our former employer to pay for an individual 30 minute consultation with a tax advisor, who took us through our personal redundancy payments, touching on any tax liabilities that individuals may have and also gave us a very brief run through the social welfare benefits we were entitled to.
Obviously all of the above should occur during company time before you cease employment and in addition, as previously mentioned, you should be facilitated as much as possible with going to any interviews, meeting a couple of recruiters etc.
Strategically, see if you can have any influence on when they make you redundant. Key considerations are such things as the anniversary of your date of employment, because if you are close to your 7th anniversary, then by hanging on a little longer, you can get an increased redundancy payment. Taxation may also be a consideration, as it may suit you to wait until the new tax year, depending on your personal circumstances.
Regardless of the fact that you may be told that there is no negotiation, there usually is when it's a profitable company and it is not making all of it's staff redundant, or closing the operation in it's entirity, where you were based.
You are unlikely to need a solicitor, but if you feel that you are being treated badly, then don't be afraid to engage one. If you go this route, make sure you get a highly regarded specialist employment solicitor - don't just go for the local firm, or someone who is offering a service at low cost.
Best of luck with your negotiations and remember, life begins at 40 so don't let this redundancy get you down too much
