# data[].attributes.body
1. A proposal requesting space on the BALEAP webpage was sent to BALEAP chair on 11 May. Due to be discussed at committee meeting on 13 June.

2. The mentor group is up and running with mentors being matched to mentees. Alison Goodliffe is organising this.

3. A UCU group is holding its first online meeting on Fri 6 June at 2.30. Angela Hulme is coordinating this.

4. The EAP Social Justice SIG has issued a statement in support of colleagues and institutions facing redundancies and EAP centre closures.

# data[].attributes.headline
Feel free to add updates from your institutions or media items

# data[].attributes.subject
Feel free to add updates from your institutions or media items

# data[].attributes.body
1. Online meeting after Easter break.

2. F2F meeting at BALEAP conference in Plymouth.

# data[].attributes.headline
Showing support for individuals and institutions affected by cuts, redundancies, 'restructuring'

# data[].attributes.subject
Showing support for individuals and institutions affected by cuts, redundancies, 'restructuring'

# data[].attributes.body
BALEAP committee response to current situation facing HE, expressing support publicly for affected colleagues and institutions. Could be through mailing list, at PIMs, conference etc.

# data[].attributes.body
Offer institutional Baleap Membership to part-time ( e.g., pre-sessional teachers) and or 0 hour contract staff rather than only full time staff. It may not be much but it would be a sign by both institutions and Baleap that the community includes all practitioners.

# data[].attributes.body
BALEAP could provide information for colleagues facing redundancy about how to gain recognition for their EAP experience, perhaps as an add-onto the TEAP scheme or as a stand-alone course.

# data[].attributes.body
Thank you to all of you who signed our open letter to the Vice Chancellor of Bristol University calling for an end to compulsory redundancy affecting staff teaching the International Foundation Programme. For those of you who do not know, the proposed redundancies affect mostly EAP I-grade tutors. Though the management is pushing ahead with its plan, the UCU and its members are pushing back hard and are prepared to do whatever it takes.

# data[].attributes.body
A formal proposal needs to be submitted to create space or tab on the BALEAP webpage with resources and a mandate to complete the suggested audit.

# data[].attributes.body
I thought it would be useful to collect together information to support people facing redundancy at their institutions. Please post any links here.

# data[].attributes.attachment_link.readable_text
Cookies on GOV.UK

We use some essential cookies to make this website work.

We'd like to set additional cookies to understand how you use GOV.UK, remember your settings and improve government services.

We also use cookies set by other sites to help us deliver content from their services.

You have accepted additional cookies. You can change your cookie settings at any time.

You have rejected additional cookies. You can change your cookie settings at any time.

Accept additional cookies Reject additional cookies View cookies

Skip to main content

You're entitled to a consultation with your employer if you're being made redundant. This involves speaking to them about:

why you're being made redundant

any alternatives to redundancy

If your employer is making up to 19 redundancies, there are no rules about how they should carry out the consultation. If they're making 20 or more redundancies at the same time, the collective redundancy rules apply.

You can make a claim to an employment tribunal if your employer does not consult properly, for example if they start late, or do not consult at all.

Collective redundancy rules

If your employer is making 20 or more employees redundant at the same time, the consultation should take place between your employer and a representative (rep).

This will either be:

a trade union rep (if you're represented by a trade union)

an elected employee rep (if you're not represented by a trade union, or if your employer does not recognise your trade union)

Collective consultations must cover:

ways to avoid redundancies

the reasons for redundancies

how to keep the number of dismissals to a minimum

how to limit the effects for employees involved, for example by offering retraining

Your employer must also meet certain legal requirements for collective consultations.

Length of consultation

There's no time limit for how long the period of consultation should be, but the minimum is:

20 to 99 redundancies - the consultation must start at least 30 days before any dismissals take effect

100 or more redundancies - the consultation must start at least 45 days before any dismissals take effect

Electing employee reps

If you're an employee affected by the proposed redundancies you can:

stand for election as an employee rep

vote for other reps

Fixed-term contract employees

Your employer does not need to include you in collective consultation if you're employed under a fixed-term contract, except if they're ending your contract early because of redundancy.

# data[].attributes.attachment_link.description
Being made redundant - rights, statutory payments you're entitled to, notice periods and consultation, finding a job.

# data[].attributes.headline
Support those on/ forced to move to hourly paid zero hours or freelance EAP work

# data[].attributes.subject
Support those on/ forced to move to hourly paid zero hours or freelance EAP work

# data[].attributes.body
Proving the positive impact of EAP can be challenging when our work is not always valued by HE institutions.

1. EAP departments may not be situated in an academic department, but part of student services, merged with other non-academic departments etc. This can mean their work is not seen as academic.

2. Some EAP departments have been outsourced to private providers e.g. Oxford (?), INTO, Study Group (other examples?) making them particularly vulnerable to cuts.

Could BALEAP help institutions to show their impact to help future-proof their departments? Possible ways: advice on providing evidence, an audit of EAP activity across the UK.

# data[].attributes.headline
Raising awareness of issues facing EAP sector

# data[].attributes.subject
Raising awareness of issues facing EAP sector

# data[].attributes.body
1. Lobby MPs / educational committees.

2. Press releases about EAP issues / showing support for international students.

# data[].attributes.body
Just a few headings or key words to be thinking about (definitely not claiming to be an expert -just prompts for further ideas):

TULCRA rules on unionising (most relevant to the private providers e.g. INTO that aren't unionised)

support and action from existing unions (UCU?) e.g. options such as "greylisting" and industrial action (marking boycotts etc)

redundancies and suitable alternative employment (also collective redundancies; indirect discrimination; challenging redundancy pools)

TUPE (worth exploring in cases where EAP may be outsourced)

If I think of anything else I'll pop by again. Neil Allison

# data[].attributes.body
I think there are some relevant ideas about the impact EAP practitioners have in this Ppt delivered by Lucy Watson and Philippa Bunch in a recent BALEAP Creative SIG

# data[].attributes.body
It might be helpful to look at some of the language of outsourcing university provision. This link has a tender offer for an International Foundation Programme. It seems unlikely that the team currently delivering the IFP at this institution could put together a bid.

# data[].attributes.attachment_link.title
Strategic Partnership(s) for a Branch Campus in London and an International Pathway College (IPC) at Sheffield… [Tender Notice]

# data[].attributes.attachment_link.description
Lot 1 - International Pathway College (IPC) at the Sheffield Campus. Sheffield Hallam University (t... A Tender Notice by Sheffield Hallam University.

# data[].attributes.headline
Office for Students Financial Sustainability Report May 2025

# data[].attributes.subject
Office for Students Financial Sustainability Report May 2025

# data[].attributes.headline
Highlighting the language element of EAP

# data[].attributes.subject
Highlighting the language element of EAP

# data[].attributes.body
It seems that in some places the 'English' element of EAP is being downplayed - a lot of what we do is of necessity general academic skills, which sometimes overlaps heavily with academic literacy training which is beneficial to all students. But let's not let the unique needs of students coming into UK postgraduate courses as B2 (or sometimes apparently B1 learners). They have additional language needs around breadth and tone of vocabulary which won't be experienced to the same extent as their peers with higher English levels or who have already studied at undergraduate level in the UK. Perhaps there is also room to build on our language and intercultural expertise to help academics make their lecture materials and assessment briefs more accessible to students

# data[].attributes.body
I am a former presessional course leader at U of Portsmouth. I am sorry I wasn't able to attend the meeting the other day, but I will share here the email I sent privately to Angela. There are no planned redundancies this year at our institution but we had a big round last year and some lessons were learned. Anyway. here is the email I sent (slightly edited):

---

I am a senior UCU caseworker at U of Portsmouth and saw your message on the BALEAP list.

TBH I teach very little EAP these days, just linguistics, but I am a veteran of supporting our members through several redundancy rounds, large and small, since 2019. It's important that the members stay in control of the process and (this is a personal view) those affected by a redundancy programme need to make a fundamental decision about whether they want to fight the redundancies collectively or just get the best deal for themselves. I would not judge anyone for their individual decision but in my experience most ordinary members tend to the latter (though opinions may change as the full horror of the process is revealed). For the rep, that means ensuring that proper procedure is followed, that there is sufficient time for consultation and for the members to check and complete paperwork; for the negotiators it means seeking to improve the terms of the redundancy package, questioning management figures, and reducing the number of those affected. In 2019 we managed to get 1.9 x statutory minimum after an initial offer (if memory serves) of 1.6. I doubt that would be forthcoming now.

Publicity is important - petitions, the media, local worthies, alumni, etc. We got 100s of signatures from people hanging around outside on graduation days. Normally I would say 'involve students' but this may not be the best strategy with international EAP students as generally they do not wish to stick their heads above the parapet (quite understandably so).

Personally I'm not a big fan of Action Short of a Strike, particularly Marking & Assessment Boycotts. I am still stinging from the last one in 2023, when our management took a particularly brutal stance. I haven't given up on getting my money back though and have a strategy in mind. Strikes are the only action that really makes a difference.

This may all be a bit general for your needs but I hope there's something useful for you here.

best wishes and solidarity,

John