There are no substantive national agreements specifically dealing with redundancy. However, for members of the EEF that conform to national agreements, the procedure agreements between the EEF and the manual and staff unions apply where a matter relating to redundancy arises for resolution between the employer and a grade of employees for whom one or more of the constituent unions of the CSEU is recognised.
These agreements provide that where the employer gives notice to dismiss, the dismissed person may contest the dismissal and the union may call for an external conference. Failing agreement the dismissed person will remain an employee until the procedure is exhausted. As this is an important consideration in the planning process of any redundancy, advice should be sought at an early stage from your EEF Association (EEF Associations).
There are some special provisions relating to redundancy for clerical and ancillary staff who are members of ACTS or GMB-APEX Partnership (or their successors). These are set out in the procedural agreement dated 5 June 1989. They provide for a period of up to four weeks consultation if desired, to enable any proposal of the employer to be questioned before formal notices of termination on the grounds of redundancy are given. This applies irrespective of the numbers involved. The Trade Union and Labour Relations (Consolidation) Act 1992 requires an employer to consult appropriate employee representatives about dismissal for redundancy of 20 or more employees (Warning and consultation) irrespective of the provisions of the Procedure Agreement. The statutory consultation period should run concurrently with the four-week period specified by the procedure. Employers must comply with their obligations both under the 1992 Act and under the Procedures. Where necessary, employers should obtain further advice from their EEF Association (EEF Associations).