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<p>Compulsory redundancies are normally only made as a last resort by National Health
Service employers. In order to make best use of public money and to retain valuable
skills and knowledge within the NHS, organisations will initially consider a range
of alternatives to help reduce the number of compulsory redundancies. This may include
cutting vacant posts and seeking volunteers. Organisations may also run a voluntary
severance scheme to free up posts into which staff who would otherwise be redundant
could be re-deployed.</p><p> </p><p> </p><p> </p><p>Staff are not entitled to a redundancy
payment if they unreasonably refuse either to apply for, or accept, suitable alternative
employment within their own or other NHS employer; or where they obtain suitable alternative
employment with the same or another NHS employer within four weeks of their termination
date.</p><p> </p><p> </p><p> </p><p>New NHS redundancy terms came in to effect on
1 April 2015 and include limiting payments to a maximum of £160,000 for employees
earning £80,000 or more and who have at least 24 years of service. The Government
announced plans in the Queen’s speech to legislate to put an end to taxpayer funded
six figure redundancy payments.</p><p> </p><p> </p><p> </p>
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