القائمة
Structure a redundancy consultation process and draft key communications. Use when asked to plan a redundancy process, write a redundancy letter, structure a consultation, or manage a reduction in force. UK employment law focus. Always recommend qualified HR/legal advice before proceeding.
استنادا إلى تصنيف SOC المهني
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Generate structured developer handoff annotations for a Figma screen or component. Use when asked to write Figma annotations, create dev handoff notes, document a Figma design for developers, or write specs for a screen. Produces a complete annotation set covering interactions, states, spacing, accessibility, and edge cases.
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Write a structured design brief for a Figma design task from a product requirement or feature request. Use when asked to write a design brief, create a design spec for Figma, turn a PRD into design requirements, or brief a designer on what to build in Figma. Produces a brief with goals, scope, user flows, components needed, constraints, and success criteria.
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Runs a pre-handoff QA checklist on a Figma design before it goes to engineering. Use when asked to QA a Figma design, do a pre-handoff check, or validate a Figma file is ready to build. Produces a structured QA report covering file hygiene, component usage, accessibility, and handoff readiness with explicit pass/fail status per item. Optimised for Opus 4.7 and newer models.
| name | redundancy-consultation |
| description | Structure a redundancy consultation process and draft key communications. Use when asked to plan a redundancy process, write a redundancy letter, structure a consultation, or manage a reduction in force. UK employment law focus. Always recommend qualified HR/legal advice before proceeding. |
Structures redundancy processes and drafts communications. Significant legal and human risk — always flag that employment legal advice is essential before proceeding.
WARNING: Defaults to UK employment law (Employment Rights Act 1996). Always recommend qualified HR/legal advice before any redundancy action.
Individual redundancy (fewer than 20):
| Stage | Action | Minimum timeline |
|---|---|---|
| 1 | Confirm business case internally | Before any communication |
| 2 | At-risk notification meeting | Day 1 |
| 3 | Individual consultation | Minimum 1 meaningful meeting |
| 4 | Redundancy confirmed or alternative found | After genuine consideration |
| 5 | Notice period begins | Per contract |
| 6 | Final day and payment | Per contract + statutory |
Collective redundancy (20+ roles — UK):
Objective, non-discriminatory only: skills/qualifications, performance (documented evidence), attendance (exclude disability/pregnancy-related absences), length of service (tiebreaker only).
NEVER select on: age, disability, pregnancy/maternity, part-time status, trade union membership.
"Dear [Name], I am writing to inform you that your role of [Job Title] is at risk of redundancy. This is because [specific business reason]. We would like to meet on [date] to discuss the situation and explore alternatives. You have the right to be accompanied by a colleague or trade union representative. No decision has been made. Yours sincerely, [Manager]"
Opening: "No decision has been made. This meeting is to explain the situation and listen to your views." Key questions: Any ways to avoid this? Alternative roles of interest? Anything about selection to challenge?
Issued only after genuine consultation. Must include: statutory pay calculated, notice period, payment for accrued holiday, right of appeal.
WARNING: Take advice from an employment lawyer or qualified HR professional before beginning any redundancy process.
