Posts by And with one leap...

DXC Technology seeks volunteers to take redundancy. No grads, apprentices, and 'quota carrying' sales folk

Re: Sage Advice

This is not necessarily sage advice.

1) By law, the company cannot subsequently discriminate against employees who volunteer, but are not accepted for VR, and tribunals are often sympathetic to employees who bring such cases forward under 'constructive dismissal' or the like;

2) If you volunteer, but are not accepted for VR, this is a de facto acknowledgement by the company that the role is not redundant. If they then try to force you out later on CR, they would have to show what had changed between the time of the VR being refused and CR being imposed. Refusal of VR is also likely to be taken as at least highly suggestive of adequate performance in the role, which would make any subsequent attempt to 'get somebody out' under a PIP (Performance Improvement Plan) more difficult.

If you are ultimately willing to contest your case at an employment tribunal if necessary, or at least fight your case to the point where the company thinks it's not worth the effort and backs down (i.e. offers a Compromise / Settlement Agreement) then applying for VR can put a marker down which can be useful later.

Re: How F***ing Much?

The payments are 'discretionary' in that they are not 'contractual', i.e. made in accordance with terms included in the employees contract of employment. However, the payments are quasi-contractual based on precedent, i.e. that the legacy companies have always offered redundancy on these terms in the past. If in future, the company offered different terms, then in the event of legal challenge in a tribunal or court, the tribunal / courts would generally enforce the pre-existing terms established by precedent. (However, if the new terms were not challenged and employees accepted redundancy on the new terms, then this could establish a new precedent and the company could be able to apply these terms to future redundancy rounds). Without the word 'discretionary', the company risks accepting that this is a general, albeit unstated contractual term.

Re: How F***ing Much?

The redundancy policies (including how much is paid) specific to the various legacy companies are available on the company intranet. In so far as you do not have specific terms written in to your individual contract of employment - be they more or less generous than the general, legacy company terms - then these terms will apply. In the UK, even if not formally recorded in your contract of employment, these are quasi-contractual terms, established by precedent in the legacy companies. The terms currently on offer (at least to legacy HPE staff) are CONSIDERABLY more generous than what is suggested by most of the posts here. Whatever else there might be to fairly complain about, the redundancy terms in the UK is not one of them.

DXC: Slashing costs affects ability to attract, develop and retain staff? Who'd have thunk it!

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