If you anticipate you will be made redundant, are put on notice, your role is at risk of redundancy or have already been made redundant, our Employment team can assist.
Redundancy is a common and potentially fair reason for dismissal. A genuine redundancy dismissal ought to involve full and transparent consultation and a fair procedure.
Employers sometimes label a dismissal as being by reason of redundancy, but in fact their situation does not meet the definition of a true redundancy. This can lead to claims of unfair dismissal.
If you anticipate you will be made redundant, are put on notice, your role is at risk of redundancy or have already been made redundant, our Employment team can assist by:
- advising on the process your employer has followed
- whether your dismissal has been fair
- whether you have received the appropriate entitlements
- whether your role being at risk could relate to an acquisition of your employer, thereby providing you with greater protection
- whether your selection for redundancy is discriminatory.
Speak to our employment lawyers for expert redundancy advice
For clear redundancy advice for employees, please contact our local offices in Bury St Edmunds, Cambridge, Ipswich, Leeds or Norwich.
Alternatively, please fill in our online enquiry form and a member of our team will be in touch shortly.
How we can help with redundancy for employees
Statutory redundancy pay
If you have two years continuous service, you are entitled to a statutory redundancy payment on top of notice pay and any accrued but unused holiday pay. Some employers offer enhanced redundancy packages and can ask you to sign a settlement agreement to receive these.
Collective redundancy
If 20+ or 100+ individuals in the same place of work are at risk of redundancy and may be dismissed in a 90-day window, this is referred to as a collective redundancy and places additional obligations on the employer as part of their redundancy process. If an employer is in breach of these additional requirements, compensation may be payable to each affected employee.
Settlement agreements for redundancy
As part of the redundancy process, you may be offered a settlement agreement by your employer. This is a legally binding agreement in which you will agree not to bring a claim against your employer in relation to the redundancy, normally in exchange for a one-off payment.
For the agreement to be valid, you must take independent legal advice. This will normally be funded by your employer. Our employment lawyers can review any settlement agreement you have been offered and advise you on whether it matches your best interests. We can also represent you during settlement negotiations where required.
Find out more about our expertise with settlement agreements.
Transfer to a new employer (TUPE)
If your employment is to be transferred to a new employer, or this is a potential outcome of a merger, takeover or transfer of services to a different employer, Transfer of Undertakings (Protection of Employment) Regulations 2006 will come into play.
Your new employer must comply with strict rules about how your employment is treated in such circumstances and any failure to do so could lead to the potential for an employment claim. We can advise you on your rights and whether you have been treated fairly under the TUPE regulations.
Find out more about our expertise with TUPE.
Redundancy and unfair dismissal claims
Should you believe that your employment has been unfairly terminated as part of redundancy proceedings, you may be able to make a claim for unfair dismissal.
Our employment lawyers have a strong track record of resolving employment disputes through negotiation, settlement agreements and Acas early conciliation, as well as having a high success rate with employment tribunal claims.
Find out more about our expertise with unfair dismissal claims.
Why choose our employment lawyers for redundancy advice?
Our Employment Law Team is led by Partner Ross Strowger, a skilled solicitor with nearly 20 years of experience. Ross and the team have a broad range of expertise across all types of employment law matter, including redundancy.
We are ranked Tier 2 (the second highest tier) for Employment by the prestigious Legal 500, a directory of the top law firms in our regions.
Ashtons Legal is Lexcel accredited by the Law Society for our high standards of client care and legal practice management. We are independently regulated by the Solicitors Regulation Authority (SRA).
Speak to our employment lawyers for expert redundancy advice
For clear redundancy advice for employees, please contact our local offices in Bury St Edmunds, Cambridge, Ipswich, Leeds or Norwich.
To speak to a member of our team today, please use the links below to get in touch.