I often hear of trade unions collectively bargain over redundancy packages but I don’t know how that works. How can a redundant employee bargain with an employer when they have nothing to bargain with if their job is already gone or in the process of being made redundant?
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From my experience, the first thing trade unions do is present an argument that counters the business case for closure or redundancies. When that proves unsuccessful, they begin to seek an agreement to maximise the support (mostly financial, but other support too) for the employees facing redundancy. This may be to improve the terms, above those that are legal minimums, it may be arranging for employment retraining for employees, CV writing and interview training, that type of thing
I was a Union rep at a site closure that was happening in phases, and I managed to convince the business to not make a man redundant, but to offer that slot to another member in a different team who was approaching retirement, and to switch my man into that role. The business agreed, and the man moved into the vacant position. He thanked me, with tears in his eyes, for helping him. I’ll never forget that, and it’s one thing I remain very proud of doing
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