Unofficial redundancy offer (57 year old male)

[notsure]

My brother in law works as an operations manager in a manufacturing environment.* *In 6 years employment he has never been off-sick until now.
He has been off sick with stress for last 2 weeks due to 12 hour days, 24 x 7 phone-calls and general over working.
The company called him in on Thursday (9/1) for a "chat" (HR Manager and Ops Director in room).* They didn't ask how he was, said he couldn't tell a soul, but they would give him 5months redundancy pay but they needed to know by tomorrow (Monday 13/1).* *They have advised they will immediately withdraw the offer if he does not respond tomorrow.
He has received nothing in writing, has had* no chance to prepare which is further increasing his stress.* *I'm seeking some general advice as well as confirmation of what correct process would be here as well as how long you get to formally review a redundancy offer.* *
My final question is; should my brother in law pro-actively write to them to ask for the offer in writing or wait till they provide the offer in writing (or don't)?* *
All advise appreciated.*

[ULA]

My first question is about whether there is in fact a redundancy situation and even if there was then the company would need to go through a consultation process with your brother-in-law.*

Are they in fact wanting to part company with your BiL and using the redundancy calculation as a method of compensating him? In which case what they should be offering your BiL is some form of Settlement Agreement.*

I think the first thing your BiL needs to do is establish just exactly the basis upon which they are trying to terminate his employment.*

[notsure]

My first question is about whether there is in fact a redundancy situation and even if there was then the company would need to go through a consultation process with your brother-in-law.

Are they in fact wanting to part company with your BiL and using the redundancy calculation as a method of compensating him? In which case what they should be offering your BiL is some form of Settlement Agreement.

I think the first thing your BiL needs to do is establish just exactly the basis upon which they are trying to terminate his employment.

Thanks for the quick response.* * Responses to your questions below:
No consultation process offered, a phonecall last Wednesday, went in last Thursday and immediate verbal offer (nothing in writing) - told it will be withdrawn today
Yes, it appears to me that they are seeking to make him redundant as a method of compensation.* *Should he request a settlement agreement in writing?
They have not suggested a a basis with which they wish to terminate, should he ask for this in writing?

Thanks for the help

[ULA]

If they cannot prove a genuine business reason as to why the role your BiL carries out is no longer required then this is not a redundancy. If there are legitimate reasons then they need to start a redundancy consultation with him.*

If there is no genuine redundancy then your BiL needs to establish why they want to terminate his employment and yes even if he has verbal conversations they need to be followed up in writing.*

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