Voluntary redundancy info

[RobertT]

https://www.myroyalmail.com/sites/defau ... 141022.pdf

 Which roles will be impacted? What parts of the business are impacted?

At this stage, we do not have a formal redundancy proposal. However, areas we will be reviewing are delivery and processing. The precise number of roles potentially impacted will be subject to consultation. They will be determined on a unit-by-unit basis through a programme of revisions and realignments across delivery and processing, due to be completed by the end of June 2023. As soon as we do have that information, we will consult.

Sadly, we estimate that our FTE (full time equivalent) operational workforce will need to reduce by an estimated 10,000 by the end of August 2023. This urgent need to reduce our workforce is due to the impact of industrial action, to address the lack of progress on productivity under the Pathway to Change agreement and lower parcel volumes.

Wherever possible, we will look to achieve this through natural attrition (not replacing people when they leave) and reductions in overtime and temporary staff. However, we estimate that around 5,000-6,000 frontline roles in delivery and processing may need to be reduced through redundancy.

We will try to avoid compulsory redundancies, including offering a voluntary redundancy scheme and we will consult and seek to reach agreement on the new arrangements.

This announcement doesn’t impact managerial roles or administrative areas such as Customer Experience, HR, MDEC, Finance, PFSL, Fleet and
International.

 Why can we not be specific on where the roles will go – surely the work has been done?

We can tell you that this impacts operational roles in delivery and processing. The precise number of roles potentially impacted will be determined on a unitby-unit basis through a programme of revisions and realignments across delivery and processing. Until this is complete, unfortunately we are unable to provide more detail, but we will keep you updated and share more information as soon as are able to. Once proposals on a unit by unit basis are provided it will then be subject to consultation.

 Will there be any managerial redundancies?

This review is focused on frontline operational roles in delivery and processing. This announcement doesn’t impact managerial roles or administrative areas such as Customer Experience, HR, MDEC, Finance, PFSL, Fleet and International.

 What is the current VR policy (MTSF)?

The legacy voluntary redundancy policy (known as MTSF) relating to CWU OPG and administrative grades has historically provided people leaving the
business through redundancy with up to two years’ pay. Given the company’s financial position, this is unaffordable so we will consult and try to reach agreement with the CWU on new voluntary redundancy arrangements and hope to be able to share these with you by the end of December 2022.

 Will MTSF policy change for all CWU grade colleagues or just those in operations?

Our proposal is that the voluntary redundancy policy would change for all CWU OPG and administrative grade colleagues.

 What do you expect the new policy to be?

We will consult and try to reach agreement with the CWU on new voluntary redundancy arrangements. We will keep you updated during those discussions and hope to be able to share these with you in December 2022.

 I work in fleet / HR / Customer Experience / MDEC / International / PFSL - will I be impacted by redundancy?

This review is focused on operational roles in delivery and processing This announcement doesn’t impact managerial roles or administrative areas such as Customer Experience, HR, MDEC, Finance, PFSL, Fleet and International.

 How many staff do you expect to leave by August 2023? How many through redundancy?

We estimate that our FTE (full time equivalent) operational workforce in delivery and processing will need to reduce by an estimated 10,000 by the end of August 2023.

Wherever possible, we will look to achieve this through reductions in overtime, temporary staff and natural attrition. However, based on current estimates, c.5,000-6,000 redundancies (frontline roles in delivery and processing) may regrettably be required by the end of August 2023.

We will do all we can to avoid compulsory redundancies, including offering a voluntary redundancy scheme. The financial position of the business means that our legacy voluntary redundancy policy, which offered up to two years’ pay, is now unaffordable. We will consult and try to reach agreement with CWU on any new voluntary redundancy arrangements.

 I saw the announcement talked about 5,000 FTE reduction by March 2023 as well as 10,000 by August 2023. I’m confused about these numbers?

To provide clarity to our investors, the announcement today also talked about estimated FTE reductions in the business this financial year (April 2022 – March 2023). We said that we estimate this number to be around 5,000 by March 2023, reflecting reductions in FTEs that have already taken this financial year.

 Can I express an interest in redundancy now?

No. We will inform colleagues once we reach that stage of the consultation. We will consult and try to reach agreement with the CWU on new voluntary redundancy arrangements and hope to be able to share these with you by the end of December 2022.

 I am close to retirement. If I take redundancy will that impact my retirement pot?

The company provides an opportunity to ‘top up’ your pension which could include any redundancy payment – this is called AVC (additional voluntary
contributions). If you are close to retirement, there should not be any significant impact on your retirement, but as with all big financial decisions, it is always best to obtain sound independent financial advice. We are currently piloting a programme with Wealth at Work to provide retirement planning advice – feel free to reach out to HR Services who should be able to help support.

 Will part-time and full-time staff be eligible for voluntary redundancy?

Yes, all employees who are impacted by any potential redundancy would be eligible to apply for voluntary redundancy.

 Why are we losing permanent employees when we have so many agency workers in the business?

Wherever possible, we will look to achieve this FTE reduction through natural attrition and reductions in overtime and temporary staff. However, based on current estimates, around c.5,000-6,000 redundancies in frontline roles in delivery may regrettably be required by the end of August 2023.
We will try to avoid compulsory redundancies, including offering a voluntary redundancy scheme.

 How will the unit-by-unit process for revisions work? Roughly how many staff do you expect to leave per office?

The precise number of roles potentially impacted will be subject to consultation. They will be determined on a unit-by-unit basis through a programme of revisions and realignments across delivery and processing, expected to be completed by the end of June 2023.
This will be subject to consultation once unit-based proposals are provided. Those processes will start over the coming months and we estimate people could start to leave the business from February.

We have vacancies in our office and are already having resourcing difficulties. Does this mean we can't recruit?
No, the announcement doesn’t mean that you can’t recruit if your office is not one of those impacted by a redundancy proposal. However, we will offer those who are impacted the chance to be redeployed so this could impact external recruitment.
.
 There is already a shortage of staff in my site so does this mean even more pressure on the people who will be left?

The revisions and alignment process is designed to ensure we are resourced to match our workload.

 When will redundancies start?

Wherever possible, we will look to achieve this FTE reduction through natural attrition and reductions in overtime and temporary staff. However, based on current estimates, we estimate that c.5,000-6,000 frontline roles may need to be leave through redundancy and we expect people to be leaving between February and August 2023.
We will try to avoid compulsory redundancies, including offering a voluntary redundancy scheme.

 When will consultations at each unit start?

Unit-based consultations will start over the coming months.

 What do you mean by FTE?

FTE stands for full time equivalent and is a standard way of measuring the labour resource in a business. FTEs are calculated using operational hours paid per week divided by a standard 37-hour week.

[hans solo]

f***ing idiocy

[k979aaa]

They cannot get the job done now so with 10,000 less staff it will never get done they can blame the strikes now or Covid-19 in the passed but reality is too much money at the top and not enough staff even now!

[Judgee]

How many CEO and board members are going? If it's saving money that matters sure pretty much all of that dead wood needs clearing out?

[chickenwittle]

This bloke is an absolute clown and needs to resign, not only is he talking about redundancy, he’s not even pledging to honour redundancy arrangements that are in place.This maniac has no intention of negotiating anything and needs to be removed.

[k979aaa]

How many CEO and board members are going? If it's saving money that matters sure pretty much all of that dead wood needs clearing out?

Well ST may well be going like the forma chancellor given his performance in recent times!

[k979aaa]

This bloke is an absolute clown and needs to resign, not only is he talking about redundancy, he’s not even pledging to honour redundancy arrangements that are in place.This maniac has no intention of negotiating anything and needs to be removed.

We he thinks he is worth more than all of us put together well we will show him by continuing our action we may even take more action given this development, But we have not even started yet once the rolling strikes start it will have a massive impact!

[kazardaimenu]

Is this to fund the pay rise?

[DirtyHarry]

I'm almost there to not needing this bloody headache of a job anymore.

It won't take much for me, and my almost 3 decades of experience, to go waltzing out the door.

[postieblueshirt]

I'm almost there to not needing this bloody headache of a job anymore.

It won't take much for me, and my almost 3 decades of experience, to go waltzing out the door.

It would take very little for me to go my kids are all grown up so I've never had a descent Christmas with them as always been knackered.id leave just to enjoy Christmas again.

[mjd24]

I'm almost there to not needing this bloody headache of a job anymore.

It won't take much for me, and my almost 3 decades of experience, to go waltzing out the door.

Playing right into Simons hands if you do, surely thats part of his motivation with all these sinister games.

[NWpostie]

As ever it's all down to the figures and doing your sums to see if you can live on it or not.

[k979aaa]

I'm almost there to not needing this bloody headache of a job anymore.

It won't take much for me, and my almost 3 decades of experience, to go waltzing out the door.

I can understand where you are coming from but think about it have a plan and with 30 years plus, Sometimes a change is as good as a rest but give it time but now probably is a good time as proper employers want staff.

[abuch1980]

The workforce is aged so 6,000 natural cuts won't be difficult? In our office of about 23 staff only 2 are under 40!

[world class male]

"simple simon says"
errr dave me old mukka, we need 6 or 7k redundancies so we can flood the company with non union members on lower pay but we need the redundancy payments cut by half otherwise all us top suit guys won't get a bonus"

ffs, the cwu must refuse any discussions on this matter until every single outstanding issue is sorted, otherwise let them offer the full pay off now if they want rid asap, loads at ours would snap their hands off,
these clowns are unbelievable with absolutely no scruples