Restructure consultations and selection
This information summarises our approach to managing redundancy. For a full outline, you can read our reorganisation and redundancy policy (PDF, 110KB).
How we will consult with you
You will be told as soon as possible if the council is considering making redundancies that may affect you.
A formal consultation period usually lasts 30 to 45 days. It is a chance for the organisation to talk and listen to you and any trade union or other relevant employee representatives about organisational issues and changes which affect you, including any potential redundancies.
Our reorganisation and redundancy policy has more information about how we carry out consultations, but during a consultation you might get information on:
- the reasons for the proposed change
- the proposed new organisational structure
- profiles of jobs in the new structure, which explain the duties, responsibilities and requirements of each role
- how we will select employees for redundancy
- proposals for suitable alternative roles
- how we will 'ring fence' vacancies for those at risk of redundancy
- the timeline of when plans are expected to be carried out
A consultation will end with details of the final design for the new structure and next steps for anyone who is affected.
Redundancy
Redundancy occurs when the organisation no longer needs, or has a reduced need, for specific work to be carried out in the same way and or at the same location.
You may be entitled to redundancy pay if your role is made redundant.
Notice of redundancy
In the event that redundancies are unavoidable, and your role is identified as redundant, you will be issued with notice of redundancy.
The redundancy notice is usually given to you by your line manager. This will have details of when employment is due to end and an estimate of any redundancy payment that may be applicable.
You will be expected to work your notice period unless an alternative date is agreed with your line manager.
If you have any outstanding annual leave (holiday) you will need to take this during your notice period before you leave.
Leavers pack
You will receive a leavers pack with additional information to support you with moving on from Essex County Council.
You will be entitled to redundancy pay if your role is made redundant and you've:
- worked continually for the council for 2 years or more, or
- have transferred from another local authority (and some other public bodies covered by the Local Authority Modification Order) with combined continuous service of 2 years or more
Transferring to a similar role in a new structure
When job roles are not changing or the changes are minimal, employees will be moved into that role in the new structure.
If there is a role in the new structure that is similar to your existing role (usually a match of 75% or more), and there are enough roles for the number of employees who match, you may be moved into that role without the need to apply or take part in a selection process.
Applying for ring fenced roles in a new structure
If we cannot match all employees to a similar position in the new structure, we may ‘ring fence’ some of the vacancies. This means that only certain groups of employees at risk of redundancy may apply for the roles.
Where there are suitable vacancies, these will be offered in the first instance to any directly impacted employees who:
- have notified us that they are pregnant, or
- are on, or recently returned from, maternity leave, shared parental leave or adoption leave
Next, priority will be given to applications from individuals impacted by the restructure as well any employees being supported by the redeployment scheme.
If there are still positions available after the ring fenced selection process is completed, these vacancies will be opened to applications from other Essex County Council employees and external applicants, where appropriate.