Hi thank you for your message, I will try to address each of your concerns below:
1. Notice period - firstly, if they anticipate they want this "completed" by the end of the month that likely would not comply with any minimum notice periods for redundancy which is one week’s notice for each year if employed for more than 2 years with a 12 week maximum notice if employed for 12 years or more. You should also check your contract, your employer may give you more notice but cannot give you less.
2. The consultation period - You’re entitled to a consultation with your employer if you’re being made redundant. This involves speaking to them about why you are being made redundant and any alternatives. 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.
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
There are also numerous legal requirements that have to be complied with. In terms of notice periods, for 20 employees but less than 99 the notice period must be a minimum of at least 30 days before any dismissals take effect.
3. Alternative employment -
Your employer might offer you ‘suitable alternative employment’ within your organisation or an associated company.
Whether a job is suitable depends on:
how similar the work is to your current job
the terms of the job being offered
your skills, abilities and circumstances in relation to the job
the pay (including benefits), status, hours and location
Your redundancy could be an unfair dismissal if your employer has suitable alternative employment and they do not offer it to you.
I hope this helps, if you can please accept my answer and rate me 5 stars (in the top right of your screen) then Just Answer will credit me for helping you today.