Sorry...another post...My husband remained within the same company for over 10 years but his employment was outsourced during that time and he was tupe'd over 5 times . Would the company that he was providing the service for have some duty of care during that time? Probably not putting this well but I was just thinking that they chose the new supplier that was going to take over my husbands contract and they were responsible for giving the go-ahead for bonuses etc. They still need someone to do his job as it is an essential support role but the company that have just made him redundant don't really have an idea as to how specialised it was...anyway...the company that has just made him redundant are saying that he chose to leave..... and leave them in the lurch. This concerns me as his best chances for employment will be in the same area of work and in London most of these firms are very close together. He doesn't get his redundancy money for 3 weeks which worries me...Any advice would be welcomed....Thank you SO much

Afraid that I have an update...my husband was made redundant. The consultation period started just before Easter and has just ended. He was made redundant with immediate effect and that was that...They have calculated a statutory payment that deducts tax from the notice period and have confirmed in writing that he won't receive this for 3 weeks. He has been told that he has a week to appeal against the decision to make him redundant. Their 'consultation period' was not really that-their letter confirming this stated that they needed to reduce headcount ...it was just a matter of who it was going to be. It seems that the person who has been offered the role that my husband applied for was in another part of the company and was at no risk of redundancy which makes me feel a bit fed up because three other decent candidates applied for this job and they were all at risk of redundancy. Anyway...my husband feels that the whole thing was not handled well and wondered ,based on what I have said on this thread since this all started if anyone thinks he could have a realistic case against his former employer? Any views appreciated.....Thank you in advance x

Hi again.... My husband has his meeting tomorrow with his manager to find out if he has been offered the job that he applied for following re-organisation after the tupe transfer. I have got to work out how many days the consultation period has been from start to finish (think that the consultation period started on 4th April) but should it ideally be a specific time or a length of time of the employers choosing? If he is offered the job I believe he can accept and try it for a month and then if he says that he is unhappy after that month then he can be made redundant...is that right? Also, if he is made redundant can he ask that they consider paying him the notice period part of the redundancy free of tax...the quote he was given showed this element was tax deductable....as it is 3 months notice it would make a big difference ......at the point of being told that you are redundant is it too late to have another go at negotiating a better package? Many thanks in advance Tigger

Thank you so much ...he had wondered what response he should make if they ask at his interview the 'what will you do if you don't get it' question-now we know! Many thanks

Completely understand your points Rebecca Pidgeon but the fact is that there was no prior consultation save for each member of staff being told that their jobs were safe. I don't know what is considered the average salary for London but my husbands salary is probably well within the average range. Due to the 4 tupe transfers he has had over the last 12years whilst based in one company in London he has not had a pay rise...The contracts have always been taken over and every time he has been due for a review the contract goes out for tender again. He's stuck with it for several reasons but it has not been great. Meanwhile along with everyone else his season ticket costs as well as everything else has risen sharply. To say that the new jobs are benchmarked at a more realistic level simply isn't the case.

Thank you to you both! We know that there have been some huge errors in the way the company have handled it and my husband is making notes of each development as it happens...Is the situation very different regarding a company's obligations if they intend to make only a couple of employees redundant? For a large company they have either been very stupid to put themselves at risk of potential tribunal action later or just don't care. I honestly think that (from what I have been told) they think they can move these newly tupe'd staff over to less beneficial contracts and that they (the new staff) will just put up with it given the current financial/work climate. Have you any advice re request of voluntary redundancy? Any do's and don'ts or pros and cons would be greatly appreciated! Many thanks

Hi...No I am afraid not on both counts

Hi ...I am sorry but being new to all this I don't know whether or not to continue with this thread ...as it is all to do with the same problem I will continue but please let me know if I have done the wrong thing My husband has to let his employers tomorrow know which position he wants to apply for. His interview date/time has already been given to him...it is Wednesday morning. He is not applying for the job with the same job description as his current position as he wants and needs the higher paid position. If he doesn't get it then he will be made redundant. In the letter confirming that his job is 'at risk' it also confirms that this marks the start of the consulatation period. It also says that he can apply for voluntary redundancy and it will be considered but that they can refuse. With regards voluntary redundancy when would be the best time to advise them that this is something that you would like them to consider? Once you state that you would like to be considered presumably they decide yes or no and if its a yes they give you details of what they would be prepared to offer you. We are also wondering if this 'would consider a request for voluntary redundancy' sentence is a compulsory line in such letters...any guidance much appreciated ! Many thanks

Thanks for all this advice..would you say then that the 5K drop in annual salary,proposed hours of work-instead of the current 8am til 6pm they want it to be 7am til midnight,no annual bonus,reduction in holiday entitlement etc would all be accepted as good reasons to decline to apply for the 'new' post that is the same as his current position? I think that he is going to apply for the higher paid post on offer-he can do that job but it is clearly not the position that they want him to apply for. Still we hope that by applying they can't say that he has effectively resigned. Although we have the Easter break to think about it I think that he would prefer to take the risk and take redundancy. Have you got any advice ? He wrote a letter last night to advise that he wanted to be considered for the voluntary redundancy outlined in their letter. They have said they may decline the request and I think they will. He is very experienced and knows the client inside out...but I thought it was worth a try!

Thank you Sidewinder !!. He works within Operations Support for a Law firm.He is a manager in a small department,essentially it is specialist document management,e-bibles and litigation support. I think that the new employer,in an attempt to reduce numbers seriously thinks that they can merge this department with the print department but my husband disagrees,arguing that they are two separate things and should be treated as such and feels that they don't really understand what each department does.

Also...just been advised by my husband that when someone asked about voluntary redundancy they were told that they would consider an application for voluntary redundancy a resignation !!!! I would laugh if it wasn't so scary. Suggestions on how to deal with this aspect would be welcome too. Despite the awful financial situation my husband would rather see what the redundancy 'package' was like . thank you

Hi...it is a total of 8 employees tuped over...my husband has been tupe'd four times now....he has worked within the same firm for 12 years but his department has been outsourced . He was tupe'd again last Friday. He has received a letter today stating that the consultation period will end on the 27th April. The letter states that they are looking to reduce headcount in his office by 2 and confirms that opportunities for him are minimal. The letter goes on to say that if anyone wishes to volunteer for redundancy during the consultation period then he can apply and it will be considered. My husband has been urged to apply for one of the 'new' positions...he recognised the job description straight away as he wrote his own job description last week and it is exactly the same...problem is it is 5K less and he would lose all his accrued benefits,length of service and go back to 20days holiday p.a..... He has been given until 10th April to apply for this job-interviews will be held on the 11th. Goes without saying really that my beloved is really unhappy tonight. In view of the tight deadline we would really appreciate advice from anyone who knows whether this is being done properly. I am wondering if we could fire off a letter tonight asking that he is considered for voluntary redundancy. If he asks to be considered for this would he be likely to get a better settlement than if it were compulsory? Any thoughts would be very welcome Thank you x

Hi....Any advice on this would be much appreciated. My husband's contract has just been Tupe'd over and he has been told today that everyone's position in that office is at risk of redundancy. They have been told that from the end of April their jobs will be no more and they have to apply for one of the new jobs by next Tuesday to be considered. Trouble is the nearest job description to the job that he has at the moment is going to pay much ,much less and,like most people we are struggling anyway at the moment. I thought that Tupe was meant to protect the workforce and I understand that many companies are making cuts but this company want to employ him to do practically the same thing (he wrote the description that he was handed today only last week!) for 5K less and lose the small annual bonus that he has had every year. The company is advertising all these 'new' positions internally to the rest of the organisation. So they say that he has to apply for this job and if he gets it then great (for them:-x) and if not then he is redundant. They have said that there will be no voluntary redundancy package....I say 'they' but at no point today has an Hr person been involved and the manager breaking the news did not have the answers to some questions. My husband has got until 9am Tuesday to decide what job to apply for . If anyone has got any advice about the protection that is offered by a tupe transfer I would be very grateful. Also..when calculating redundancy pay will the company deduct tax from the notice part of his contract? Any help/hints and tactics would be fantastic ! Thanks in advance x

Hi everyone... Its my first post ...help! My husband has just recently received details of a ccj against him by a company called Lowell Portfolio on behalf of Capital One. He had no prior letters or anything and I realised 2 days ago that the summons went to my neighbours house in error...unfortunately there is no one living there right now. He took out a credit card with them about 10years ago and we thought it was paid off when he closed the account. There was ppi on this card:|...my question is is it possible to still claim for mis sold ppi in this case? Very many thanks in advance