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Will IT return to Finance now that you are leaving
IT are the forgotten function, we had  high hopes when we moved to be under a MoB with IT qualifications but disappointingly IT once again has played second fiddle this time to HR

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Any updates of your replacement is there any chance that a new CIO will be in place before the new MoB or will this be further delayed?

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Should these sessions be scheduled at time within the flexible working policy to enable more people to attend?

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The LSR scheme when bench marked against other companies is, to be frank,  pretty pathetic
25 years before any recognition is not great thanks for loyalty
In my view new starters are much more appreciated than long serving colleagues. Surely its time to recognise those colleagues who show loyalty to the company? With a scheme that recognises each 5 years "served" with a meaningful reward? Recruiting a new colleague is expensive and therefore  loyal colleagues are important and shouldn't be taken for granted  which we clearly are

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Can you please give us an update on what is happening with the new ways of working post Covid restrictions? What is happening to flexitime, office spaces and the reopening of the site as we return?

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Is there any development in the search for a new CIO? Do we know when we might have one in post?

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Will there be any further support provided to create a more comfortable working environment at home, additional desks/chairs, financial support etc? Some people are still working from dining rooms and kitchens. Whist workable in a pandemic, we would prefer something more professional at home.

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I am sure you will agree the Padlet is a great success and we appreciate that on occasions you cannot answer every question or simply do not have all the answers to hand.

Moving forward could Lorraine or yourself distribute minutes including the follow-ups from the padlet forum.

This would assist in a common understanding, provide clarity and an opportunity to gather sufficient or additional detail should it be needed on your behalf before trying to answer.

Thank you

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If the former collage is returning to take up the same role in the business then surely the legitimacy of the redundancy is in question? When a company starts a redundancy ( or to be nice early release) its the job role that is redundant, to return less than a year later begs a question that the HMRC might like the answer to

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We recently published some advice for employers struggling with letting staff go: How to Fire Somebody Respectfully in 10 Easy Steps.

Part of this article addressed some of the challenges associated with making redundancies. But what it didn't cover, is what happens if business recovers and you want to re-hire somebody who you had to let go.
Can You Re-Hire Somebody You Made Redundant?
The short answer is yes. There is no restriction on an employer re-employing somebody who has been made redundant.

In fact, not only is it perfectly acceptable in the eyes of the law, but in many ways, it's a very good idea! Think about it - if you had to reduce your headcount because your business was struggling, but then you managed to re-build your position in the market, which option makes more sense: Hiring and training a whole new wave of fresh employees; or re-hiring the people who already have the skills and already know your business?

Of course, there are issues you would need to consider if re-hiring people after redundancy.
Common Issues Re-Employing People You Made Redundant
Here are some things to watch out for if you're thinking about re-hiring employees who you previously made redundant:

- In the case of non-voluntary redundancy, your ex-employees may not be in the right mood to come back and work for you

- Unless you are re-hiring on the basis of "continuity of employment" (i.e. you are treating it as though the redundancy was never made), then the re-employed person is not required to return any statutory redundancy payment

- If you make a person redundant and then immediately re-hire them, this may look suspicious and you may be investigated by HMRC (in case you are trying to exploit the tax-free status of a redundancy payment).

Tips for Re-Hiring Ex-Employees
Here are a few tips and bits of best-practice advice if you are considering re-hiring people you have made redundant. Following these tips might help you minimise the risk of common problems that arise when re-hiring ex-employees.

1. Create a One-Week Break. Making sure you leave at least one week between an employee's redundancy date and the date they return to work is a good way of establishing a clear cut if you wish to avoid continuity and the risks associated with it

2. Check for Exceptions to the One-Week Rule. Simply leaving a single week between redundancy and re-hire is not always enough to avoid continuity of employment. For example, a temporary cessation of work can last longer than a week while keeping continuity in tact.

3. Record the Reasons for Redundancy and Re-Hire. As mentioned previously, re-hiring somebody you recently made redundant could attract suspicion from HM Revenue & Customs. Assuming your reasons for making the redundancy and subsequent re-hire were genuine, you have nothing to worry about - but make sure you record these reasons so that you have ammunition for defending potential future claims from staff or HMRC.

4. Ensure New Reward Packages are Consistent. Re-hiring somebody with a radically different salary or benefits package might not be a great idea. It can work both ways - for example, a significant drop in reward could be seen as you using a redundancy as a way of resetting staff loyalty bonuses or similar schemes; whereas a significant increase could be seen as unfair by staff who remained employed in similar roles, but whose rewards did not change.

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Can I Re-Employ Someone I Made Redundant? - The People HR Blog

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We recently published some advice for employers struggling with letting staff go: How to Fire Somebody Respectfully in 10 Easy Steps. Part of this article addressed some of the challenges associated with making redundancies. But what it didn't cover, is what happens if business recovers and you want to re-hire somebody who you had to ...

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In IT we are witnessing ex-employees returning to Bentley under Fircroft contracts, some into the same position they took VR from. (Doubt this is legal)

Banked hours not paid back from Furlough, bonus paid in full, redundancy pay with little or no tax paid and now back on higher pay.

Why weren't these possibilities made clear to everyone and how are HR not noticing this? (Not a criticism to HR Team but perhaps measures need to be put into place)