Appeal process and notice period

I work as a service engineer for a small company with 3 other engineers. On 6 June 2009 we were told of a possible redundancy with the engineering department.
On 16 July I received a letter stating that I had been selected for redundancy. I was to go to the office on Monday 20 July to discuss the matter more fully and to begin the appeal process if I felt necessary. The letter also stated that the notice period of 4 weeks would begin on that day and that I would no longer be required to work.
At the meeting with my manager and a member of the board of directors I pointed out that no redeployment options had be discussed during the consultation period. I highlighted the fact that there was an option for myself to work in the office and also continue with my current role if the need ever arises. This was found to be a good option but I would need to put this in a formal letter to the chairman of the company. The board of directors would next meet on the following Monday (27/07/2009) to discuss the option.
On Tuesday 28 July I was told by my manager that the board meeting did not go that well and that the chairman was not in the office for the rest of this week. However I was also told that the chairman would like to have a meeting with me to discuss the points that I had raised in the letter to him, this meeting is to be held on Monday 3 August.

My question is when should the notice period run from as I feel that the appeal process has dragged on too long. I followed all the correct procedures and lodged my formal appeal with 5 days of the first meeting. After the meeting I have with the chairman on Monday I will only have 1 week left of my notice period. It is my feeling that the notice period should begin after the appeal process had ended but I have not been able to find any information on this.

Any help or advice will be appreciated.

Hi

Thank you for your question.

In the first instance, your employer should have made you aware of the reason for the redundancy. You then enter a consultation period whereby your employer should consult with you about ways to avoid the redundancy e.g. looking at alternative positions.

Only when consultation has been completed should your employer serve you with formal notice of redundnacy.

Unfortunately there is no longer an explicit obligation to provide a right to appeal against redundancy dismissals but if your employer has offered this to you, I would advise that you raise your concerns that they have failed to look at suitable alternative employment during your consultation and notice period.