If you're feeling excessively bold, inquire about a signing bonus.

@CristobolPolychronopolis Is that bold? I feel that is less bold than asking for a raise.

I would place more importance in negotiating a redundancy package for if you are let go again in the next year or two. It would seem likely to me that they will let you finish your project and then let you go again.

@DKNguyen I wasn't suggesting a signing bonus instead of a raise...I meant in addition.

Before trying this route, OP needs to determine if they are actually in a leverage position here. If they can easily be replaced (even if it takes a little while) employer may just say good-bye. OP needs to know how easily they can find a new job for themselves vs risk of company saying no.

@cdkMoose What counts is not if they are truly possible to replace, but if their erstwhile employer thinks they are possible to replace. Determining the first point is difficult, but on the second point, I think said employer trying to grab them back speaks volumes. At any rate, they would still get redundancy if they can't get a higher offer.

@cdkMoose I think at least something extra would be justified just for all the hassle. Part of what comes with a job is security, and jobs with little security tend to pay more than the equivalent job without, and the employer just demonstrated the job is in fact the latter.

Hey @Clumsycat, firstly thank you for the advice, I apologise I didn't get back to you sooner. I actually asked for a raise however I was essentially denied the request; given the old "Well if you do well, we will consider it" They're arguing that as my full notice didn't come to an end, they can just rescind the redundancy and if I left it'd be considered a "Resignation". Total BS at this point and I'm heeding the advice of other people here and going to a third party for some advice.

@cdkMoose, Given the result of my conversation with my manager it seems like i don't have massive leverage and management would rather have the rest of the team working at 125% to cover me then to give me a raise. That's at least the jist of what i got from the meeting.

@ACartonOfEggNogg That's bullshit. At least where I am (and I imagine many other places), an employer cannot withdraw notice of termination without consent. Decisions have consequences and if they don't then BS like what you are going through is possible where if an employer wants to terminate someone, they can fraudulently put an employee in a position where the employee is forced to resign rather than being terminated. Good luck.

Asking for a pay raise after being let go for redundancy is idiotic. If they had money, they woulnt be letting people go. Asking for a raise is the quickest way for them to change their mind and show him the door... Again.

@Keltari Companies let go of people for reasons other than having no money. A common one is just to have more money for shareholders...or you know...not paying someone for doing nothing.

@Keltari: Asking for a pay raise after a rescinded redundancy is precisely the right move. The company just showed its hand in how quickly it is going to discard you - that is perfect leverage to discuss the financial risk of working for such an employer. That is not to say that you are guaranteed to get the raise, but I'd consider letting the company off the hook and going back to work for the same salary considerably more idiotic.

@ACartonOfEggNogg I'm sorry it didn't work out for you. You really do need a lawyer, but looking at the top search hits, employmentlawhandbook.com.au/question-and-answer/… it does seem that you are free to fall back on the redundancy at this point, no matter what they are saying.

@cdkMoose is absolutely correct. You can't make such a blatant assumption about how much power the OP wields here. The fact they went back to them is meaningless! They were obviously prepared to let them go, and they may easily prepared to see that through, and wear the cost.

@GregoryCurrie It sounds like the person willing to let them go wasn't actually aware of the work they were doing. They are now and they want them to stay - clearly someone has fought OP's corner in terms of the value of keeping them. No harm in pushing for a pay rise when it probably won't be somewhere you'd like to stay in the long term. Redundancy now means a pay out and a change to, probably, a better company. The main power OP is of someone for whom either outcome is a win.

@LioElbammalf I love the boldness in which you say "No harm in pushing". The OP now finds themselves out of a job. We have no idea how much backpay the OP was entitled to. It's very possible employing the replacement is only slightly more bothersome than retaining the OP.

@LioElbammalf Actually, we don't have to even argue about this. We can see the OP said "Given the result of my conversation with my manager it seems like i don't have massive leverage and management would rather have the rest of the team working at 125% to cover me then to give me a raise."

@GregoryCurrie The payout it should be at least 4 weeks of pay after 2 weeks notice. The options, as I see it, are OP pushes for extra pay and gets paid more whilst they search or OP gets 6 weeks of pay to find a new position where they can start immediately. Or, the situation you seem to want them to follow, is to go back to a company that is happy to mess them around and for no extra recompense for that risk. Maybe we just have different standards for how we'll let a company treat us.

@LioElbammalf Where did I say that I want them to stay with their current employer?

@LioElbammalf It seems you are guessing at how much redundancy pay they are eligible for. It appears that the company is quite willing to wear that at the end of the day.