Frequently asked questions
If you have any further questions about the process, please contact Employment Services.
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My member of staff has told me that they will be resigning before the end of their contract, do I still need to hold the consultation meeting/s?
Yes you should continue to hold the consultation meeting/suntil you receive written confirmation of their intention to leave their role.
I would like my staff member to be added to the redeployment register, how do I go about making sure this happens?
There is no action for you to take. Employment Services will automatically add a member of staff to the redeployment register four months before their contract is due to end. Thisis referenced in the employee’s five monthconsultation letter.
Will the period of extended notice be paid from my research grant?
No, the period of extended noticeis paid from a separate School account code and will not be paid from external research funding.
How much Statutory Redundancy Payment are employees entitled to?
Staff who have been employed on a contract fortwo years or more will be entitled to a Statutory Redundancy Payment should their contract come to an end. At least three months before the employee’s end of contract, Employment Services will send the employee written confirmation of their redundancy payment entitlement.
I have received verbal confirmation that more funding has been secured to extend the contract for my member of staff, do I still need to carry out the consultation process?
Yes you should still hold a consultation meeting with your member of staff as you will need to keep them informed them of this potential funding extension and subsequent potential contract extension.
What is Extended Notice Period?
Where an employee has continuous employment of four years or more as at contract end date, they will stay employed as a redeployee and their notice period will be extended for up to a further three months. During this time they would continue to work with their line manager and department to keep looking for alternative sources of funding/employment.
As the funding stream or project may have ended at this point, the employee may be reassigned to different suitable short-term work for this period. The affected employee may also use this period, where appropriate, to focus on finding another role within the University and/or externally.
Where appropriate, an employee can also request reassignment to particular short-term term work in the interests of their career development. Where possible, efforts will be made to help make this happen.
If no opportunities are available, employess can be put on garden leave. The employee will continue to be paid at their current rate for the duration of the extended notice period.
At the end of the extended notice period, if all other options are exhausted, their employment would terminate, and they would receive their redundancy payment.