After the initial Redundancy Consultation the final meeting will be held where effectively you get to know your fate.
The invitation to the meeting will probably have been advised of your rights to bring someone else to the meeting. Ensure you do.
If the final decision was to advise you of the decision to retain your role, then well done, the very best of luck in your future.
However, if the decision was not to retain your role and you are then formally handed the decision in writing, remain calm and professional as the Company will probably have more contractual information to give you.
In most countries there is, at this point, your right to appeal the decision. Ensure you ask for the details to be given to you before you leave. If you have already thought about appealling, and the Company have held the final Consultation meeting 30 minutes before the end of the working day, ensure you state that the number of days for appeal should not commence until the next working day. Similarly if the appeal process is limited to only 5 days and your meeting is held on a Friday, ensure you get a full 5 working days to bring your appeal. Get the acceptance of that in writing.
If you are intending to appeal we cannot stress enough the importance of seeking professional, employment law, legal advice.
Other things to consider here could also be to review the Redundancy Consultation.
- Was your selection “fair”?
- Was alternative employment considered?
- Did the Company act in a genuine manner?
An employer has to be seen to have acted throughout the Redundancy process in a reasonable, fair and genuine manner.