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And still the looting continues


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But it will be pro rata. You can't expect them to go for nothing.


Statutory redundancy pay is a weeks pay (up to a maximum of £400) for each years service, rising to a week and a half for those over 40 - capped at a maximum of 20 years service.


That gives a MAXIMUM statutory redundancy payout - for an over 40 year old with over 20 years service - of 20 x 1.5 x £400 = £12,000.


And that's all most of those being made redundant in the private sector are getting. Very few "golden handshakes" in the real world!

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It depends on what you can negotiate as well. The Stat. rule is the starting point for some. The firm I worked for paid out more than that and that was for shop floor workers. (Local)


If they are down-sizing, they make sure that the terms are good to make things go smoothly. I recognise that some just get the basic. Two ways of looking at it. An opportunity to finance a venture or a spend spend spend.


Ooops I forgot. It was also the best annual amount over the last few years at the company. So if you had a lot of overtime in, your payout was increased considerably.

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Ground level public sector workers are getting FAR in excess of statutory redundancy.


I can understand the logic of higher payouts if an organisation wants to avoid compulsory redundancies and want to attract volunteers. But if you go that way you always end up losing exactly the staff you want to retain - those with something to offer who are confident that they can get another job elsewhere or set up their own successful business, possibly even competing with the firm that paid them off. In a volutary redundancy situation you tend to be left with the deadwood and time-servers who are no use to anyone else and so will hang on to the death. That achieves nothing except to reduce the overall effectiveness of the organisation, and so increase the likelihood of further redundancies or even complete closure in the future.


Compulsory redundancy allows an organisation to rank its staff according to criteria which are important to it - attendance record, disciplinary record, flexibility, adaptability, individual contribution, relevant qualifications, etc. - and then get rid first of those who are simply not pulling their weight. This approach makes and organisation MORE effective overall and reduces the chance of having to make deeper cuts later (unless, of course, your organisation is a state supported monopoly and views its customers as captive cattle with bottomless pockets).

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"captive cattle"? Isn't that just what the customers of the "private sector" energy companies cartel are? Or indeed the workers in most private sector companies, without trade unions in most cases, to fight for decent wages and conditions? Instead of a seemingly jealous desire to pull down workers standards in the public sector, perhaps you should concentrate on the elevation of conditions in the private sector?

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