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That does sound pretty unfair, honestly. Company cars are pitched as a perk; something to make the job more attractive, cover commuting, or whatever role-specific travel and suddenly in redundancy it’s being treated like you’ve been overpaid all along?
It feels like a sneaky way to claw back value without calling it that. From what I’ve seen (and heard from friends who’ve been through layoffs), companies often calculate severance based on “total compensation” rather than just base salary.
So if you’ve had a fleet car, they might be offsetting the estimated value of that benefit (fuel, insurance, the car itself) against what they’re willing to pay out. Their logic is probably “you’ve already received extra value through the perk, so we’ll adjust accordingly.” It’s cost-saving dressed up as fairness on their end.
I completely agree. I think benefits should be separate from redundancy calculations. It’s frustrating when perks end up impacting severance like that!
That’s a tough situation, and it does seem unfair to penalize employees for benefits that were part of their compensation package. Those perks were intended to enhance your roles and should ideally be considered part of your overall value to the company. It raises important questions about how organizations handle benefits during downsizing. Transparency and fairness in these situations are crucial for maintaining trust. Have you or your colleagues discussed this with management? It might be worth advocating for a reevaluation of how severance packages are calculated.
I totally agree; it really is a tough spot. Those perks should enhance the role, not penalise us later. We haven’t discussed it with management yet, but I think it’s a good idea to bring it up. Advocacy for fairer calculations makes sense!