Why would King Charles issue redundancy notices to staff at Clarence House only 5 days after the Queen has died?
As I finally tear myself away from watching the funeral proceedings of the late Queen Elizabeth, my thoughts turn this recent story in the newspapers.
In spite of the widely reported redundancy notices being given only 5 days after the Queens’s death – this is not entirely accurate. When you have a household of 100 employees, there is a requirement to have 45 days’ notice that jobs are going to be “At Risk” of redundancy. This marks the start of a period of consultation. Now is the time for the employer and the employee to look at any alternative jobs, and if there is to be a restructure, to give people a chance to see how and where they may fit in. I understand that there is a commitment to find as many people as possible alternative employment in other Royal households.
It is only after this period of consultation and after people have been fitted in to other vacancies or jobs that are available, that any remaining job holders may be issued with a formal notice of redundancy.
As King Charles will be required to move into Buckingham Palace, it is likely that things will need to change at Clarence House. Some jobs may be transferred to Buckingham Palace, and it may be unknown what staff structure will be retained at Clarence House. This “At Risk” notice was probably issued to enable these conversations to start.
Many people felt that this was a heartless approach as the country was in a period of mourning. I do agree with this, but I also know that The King’ household will want to do everything by the book, which means giving enough time and notice to do things properly.
A restructure, job interviews and transfers could take several months. If they waited too long to start, this process could take up until Christmas which is also not a good time to finally receive a redundancy notice.
My advice to anyone receiving an “At Risk” letter is to seek advice from their Trade Union or staff representatives and to work as closely as possible with their employer to find ways to minimise the loss of jobs and positions. Look for alternative solutions, part time working, job share, any other innovative ways of working you can think of, to minimise job losses.
Our thoughts are with the staff of Clarence House and to our new King during this very difficult time of transition.