Dear Parliamentary and Health Service Ombudsman,

For each of the business years 2015/16, 2016/17 and 2017/18 please provide:

1. The number of PHSO staff made redundant.

2. The number of staff whose redundancy was mandatory.

3. The number of staff whose redundancy was voluntary.

4. The number of staff whose redundancy was mandatory who received only statutory redundancy payment.

5. The number of staff whose redundancy was voluntary who received only statutory redundancy payment.

6. The amount spent on redundancy payments.

7. The number of staff dismissed.

8. The number of dismissed staff who initiated claims for unfair dismissal.

9. The amount spent on payments to dismissed staff as a direct consequence of their dismissal, if any.

10. The number of cases concerning dismissed staff that resulted in a decision by an employment tribunal.

11. The total sum of any awards made against PHSO by employment tribunals.

Yours faithfully,

D Moore

informationrights@ombudsman.org.uk, Parliamentary and Health Service Ombudsman

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InformationRights, Parliamentary and Health Service Ombudsman

3 Attachments

Dear D Moore

 

RE: Your information request: R0000530

                            

I write in response to your email of 13 February 2019 regarding your
request for information made under the Freedom of Information Act 2000 to
the Parliamentary and Health Service Ombudsman (PHSO).

 

Request:

 

For each of the business years 2015/16, 2016/17 and 2017/18 please
provide:

 

1.  The number of PHSO staff made redundant.

 

2.  The number of staff whose redundancy was mandatory.

 

3.  The number of staff whose redundancy was voluntary.

 

4.  The number of staff whose redundancy was mandatory who received only
statutory redundancy payment.

 

5.  The number of staff whose redundancy was voluntary who received only
statutory redundancy payment. 

 

6.  The amount spent on redundancy payments.

 

7.  The number of staff dismissed.

 

8.  The number of dismissed staff who initiated claims for unfair
dismissal.

 

9.  The amount spent on payments to dismissed staff as a direct
consequence of their dismissal, if any. 

 

10.  The number of cases concerning dismissed staff that resulted in a
decision by an employment tribunal.

 

11.  The total sum of any awards made against PHSO by employment
tribunals.

 

Response

 

1. The number of PHSO staff made redundant:

a.     2015/16  = 3

b.     2016/17 = 41

c.     2017/18 = 59

 

2. The number of staff whose redundancy was compulsory:

          a.      2015/16 = 0

b.      2016/17 = 1

c.      2017/18 = 7

 

3. The number of staff whose redundancy was voluntary:

a.      2015/16 = 3

b.      2016/17 = 40

c.      2017/18 = 52

 

4. No staff whose redundancy was compulsory received only statutory
redundancy payment.  All PHSO redundancy payments are in line with the
Civil Service Compensation Scheme which is a statutory scheme made up
under the Superannuation Act 1972.

 

5. No staff whose redundancy was voluntary received only statutory
redundancy payment.  All PHSO redundancy payments are in line with the
Civil Service Compensation Scheme which is a statutory scheme made up
under the Superannuation Act 1972.

 

6. The amount spent on redundancy payments:

a.     2015/16 = £236,000.

b.     2016/17 = £1,480,000.

c.     2017/18 = £942,000.

          Please note this is the total number of exit packages in
2015/16, 2016/17 and 2017/18 including redundancy payments and other
departure costs paid in accordance with all contractual terms.

 

7. The number of staff dismissed:

a.      2015/16 = 1

b.      2016/17 = 1

c.      2017/18 = 0

 

8. No staff were dismissed staff who initiated claims for unfair dismissal
in 2015/16, 2016/17 and 2017/18.

 

9. There were no payments made to dismissed staff as a direct consequence
of their dismissal in 2015/16, 2016/17 and 2017/18.

 

10. There were no cases concerning dismissed staff that resulted in a
decision by an employment tribunal in 2015/16, 2016/17 and 2017/18.

 

11. No awards were made against PHSO by employment tribunals in 2015/16,
2016/17 and 2017/18.

 

If you believe we have made an error in the way I have processed your
information request, it is open to you to request an internal review.  You
can do this by writing to us by post or by email to
[1][Parliamentary and Health Service Ombudsman request email]. You will need to specify that the
nature of the issue is and we can consider the matter further. Beyond
that, it is open to you to complain to the Information Commissioner’s
Office ([2]www.ico.org.uk).

 

Yours sincerely

 

Freedom of Information/Data Protection Team

Parliamentary and Health Service Ombudsman

W: [3]www.ombudsman.org.uk

 

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J Roberts left an annotation ()

The number of redundancies sky-rocked after 2015/16.

Voluntary Redundancy guidance for staff:

https://www.civilservicepensionscheme.or...

cathy dunne left an annotation ()

There is a recent case of a PHSO employee who resigned and won an employment tribunal:

https://www.hsj.co.uk/policy-and-regulat...

J Roberts left an annotation ()

Lost evidence does not just concern individuals who complain to PHSO:

"96. On the face of it, the claimant has satisfied us that outwith further credible explanation from the respondent (which was not forthcoming), there is a case of direct discrimination in the change in the box marking. This is the one area where we struggled to believe Ms Hodgson* and Mrs Guandalini**. There were no minutes in support of the meeting and their accounts were surprisingly unfocussed. The one piece of evidence that may have assisted has been lost.

"97. We therefore find that the claim of direct discrimination is well founded."

* countersigning officer to the claimant

** claimant’s second line manager who "gave evidence that she had no management experience" (see para. 37).

D. Moore left an annotation ()

Cathy Dunne,

Thank you for the employment tribunal judgment. I enjoyed reading it. I've mentioned it in an information request I have just made to PHSO.

J Roberts,

You extracted a very important part of the judgment, which would have alarm bells ringing in most organisations.

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