mohitagw15856
05b6d799f0
Three more learnings from alirezarezvani/claude-skills, applied: 1. SkillCheck validator (scripts/skillcheck.mjs) — validates every SKILL.md against the authoring standard (frontmatter, name/folder match, trigger + produces clauses, required headings) plus tier referential integrity. Errors fail CI; --strict fails on warnings too. New skillcheck.yml workflow and a SkillCheck status badge in the README. Current: 0 errors / 14 advisory warnings across 172 skills. 2. Cursor export platform — build-exports.mjs now generates exports/cursor/<bundle>/<skill>/<skill>.mdc rule files. The PLATFORMS registry now supports per-skill filenames (file as a function). 3. Per-agent installers — scripts/install.sh unifies install for claude/hermes/codex/openclaw/cursor (--link, --target, --dry-run, --list). Curl-able one-liners codex-install.sh, openclaw-install.sh, and cursor-install.sh clone the library and install in a single command. README documents the one-line installs and Cursor exports; CHANGELOG and the authoring standard updated. Claude-Session: https://claude.ai/code/session_016JWn5jRD5tcEFKrubjQ6Px Co-authored-by: Claude <noreply@anthropic.com>
87 lines
4.4 KiB
Plaintext
87 lines
4.4 KiB
Plaintext
---
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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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globs:
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alwaysApply: false
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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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## Anti-Patterns
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- [ ] Do not proceed without a prominent disclaimer that qualified HR and legal advice is required before taking any action
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- [ ] Do not use template letters without customising them for the specific individual and situation
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- [ ] Do not omit the genuine exploration of alternatives — redundancy consultation must consider alternatives before confirming decisions
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- [ ] Do not leave out statutory redundancy pay guidance — employees have legal entitlements that must be referenced
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- [ ] Do not conduct a redundancy process without documenting the selection criteria and scoring — undocumented decisions create legal risk
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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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