mohitagw15856
f3b9d008fe
New skills added: - teaching-lesson-plan: structured lesson plans for any subject/audience/setting - seo-content-brief: complete SEO briefs with intent, competitor gaps, and outline - media-pitch: story-first journalist pitches with angle development framework - change-management-plan: stakeholder analysis, comms strategy, adoption metrics - workshop-facilitation-guide: activity instructions, decision protocols, facilitator moves - sales-forecasting-model: pipeline model, scenario analysis, assumption log - tax-planning-checklist: year-end tax planning across income, pension, CGT, reliefs Quality improvements across all 93 existing skills: - Standardised description format: "Verb the thing. Use when X. Produces Y." - Added Required Inputs section to all skills missing it (prompts for missing info) - Added Quality Checks section to all skills missing it (specific, not generic) - Fixed broken multiline YAML descriptions - Removed non-standard frontmatter keys (tool_integration, metadata blocks) README updated to v6.0.0 with 100-skill count, new skill tables, and article series Co-Authored-By: Claude Sonnet 4.6 <noreply@anthropic.com>
78 lines
3.7 KiB
Markdown
78 lines
3.7 KiB
Markdown
---
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name: redundancy-consultation
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description: "Structure a redundancy consultation process and draft key communications. Use when asked to plan a redundancy process, write a redundancy letter, structure a consultation, or manage a reduction in force. UK employment law focus. Always recommend qualified HR/legal advice before proceeding."
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---
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# Redundancy Consultation Skill
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Structures redundancy processes and drafts communications. Significant legal and human risk — always flag that employment legal advice is essential before proceeding.
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WARNING: Defaults to UK employment law (Employment Rights Act 1996). Always recommend qualified HR/legal advice before any redundancy action.
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## Required Inputs
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- **Number of roles affected** (1-19 = individual; 20+ = collective consultation required)
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- **Reason for redundancy** (genuine business reason)
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- **Jurisdiction** (UK / US / EU / Other)
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- **Timeline constraints**
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- **Selection pool** (if multiple people in similar roles)
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## Output Structure
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### 1. Process Overview
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**Individual redundancy (fewer than 20):**
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| Stage | Action | Minimum timeline |
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|---|---|---|
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| 1 | Confirm business case internally | Before any communication |
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| 2 | At-risk notification meeting | Day 1 |
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| 3 | Individual consultation | Minimum 1 meaningful meeting |
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| 4 | Redundancy confirmed or alternative found | After genuine consideration |
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| 5 | Notice period begins | Per contract |
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| 6 | Final day and payment | Per contract + statutory |
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**Collective redundancy (20+ roles — UK):**
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- Minimum 45 days consultation before first dismissal
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- Must notify BEIS (HR1 form) before consultation begins
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- Employee representatives must be elected if no union recognised
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- Failure = unlimited protective award per employee
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### 2. Selection Criteria (if pool exists)
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Objective, non-discriminatory only: skills/qualifications, performance (documented evidence), attendance (exclude disability/pregnancy-related absences), length of service (tiebreaker only).
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NEVER select on: age, disability, pregnancy/maternity, part-time status, trade union membership.
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### 3. At-Risk Letter Draft
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"Dear [Name], I am writing to inform you that your role of [Job Title] is at risk of redundancy. This is because [specific business reason]. We would like to meet on [date] to discuss the situation and explore alternatives. You have the right to be accompanied by a colleague or trade union representative. No decision has been made. Yours sincerely, [Manager]"
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### 4. Consultation Meeting Script
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Opening: "No decision has been made. This meeting is to explain the situation and listen to your views."
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Key questions: Any ways to avoid this? Alternative roles of interest? Anything about selection to challenge?
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### 5. Redundancy Confirmation Letter Draft
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Issued only after genuine consultation. Must include: statutory pay calculated, notice period, payment for accrued holiday, right of appeal.
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### 6. Statutory Redundancy Pay Guide (UK)
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- Under 22: 0.5 week per year of service
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- 22-40: 1 week per year of service
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- 41+: 1.5 weeks per year of service
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- Weekly pay capped (verify current rate)
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- Maximum 20 years counts
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---
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WARNING: Take advice from an employment lawyer or qualified HR professional before beginning any redundancy process.
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## Quality Checks
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- [ ] Number of roles determines consultation type (individual vs collective)
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- [ ] Selection criteria are objective and non-discriminatory
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- [ ] At-risk letter states no decision has been made
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- [ ] Consultation meeting includes genuine exploration of alternatives
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- [ ] Statutory redundancy pay guidance included
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- [ ] Legal advice disclaimer is prominent
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## Example Trigger Phrases
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- "Help me structure a redundancy consultation"
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- "Draft an at-risk letter for [role]"
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- "What is the process for making someone redundant in the UK?"
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