If you need legal advice on a redundancy process, contact one of our experienced redundancy solicitors today on 020 8088 9100 or by using our contact form here.
If you need advice on a redundancy process, our experienced redundancy solicitors can provide advice on all aspects of employment law and redundancy. You may have been made redundant recently or you may have opted for voluntary redundancy (and therefore need advice on a settlement agreement). You may be involved in a consultation process (perhaps even a collective consultation period) and need to understand how much redundancy pay you would be entitled to. Whatever your situation, our redundancy lawyers are here to help.
Our employment law solicitors are hugely experienced at handling Employment Tribunal proceedings (including proceedings for unfair dismissal or any type of discrimination claim). Therefore, if you have been made redundant and need advice on a potential unfair dismissal claim to the Employment Tribunal, speak to one of our redundancy solicitors today. An Employment Tribunal claim for unfair dismissal can be stressful and complex. Therefore, having an employment law expert on your side will be invaluable.
Potentially. In order for a redundancy dismissal to be fair, an employer must have followed a fair redundancy process before an employee is made redundant. If an employer fails in this regard, an employee who is made redundant may have grounds for challenging the redundancy. In addition, to this, there are other aspects of a redundancy that an employer must get right; such as applying the correct notice period for an employee, and ensuring that the employee is paid at least the correct statutory redundancy pay.
Yes, as well as being able to advise on all aspects of employment law, our employment law redundancy solicitors can help with settlement agreements, including the process of negotiating settlement agreements. Often, when electing for voluntary redundancy, an employer will require the signing of a settlement agreement (which will settle all potential employment law claims, including those for unfair dismissal). Before accepting voluntary redundancy, you may want to speak to redundancy lawyers or your trade union for advice.
Potentially. An employment contract will sometimes state how a redundancy process must be conducted. More often however, an employment contract will contain an employee’s notice period. How much notice must be given when making an employee redundant (sometimes referred to as redundancy notice) is a very relevant consideration for employers. Our employment lawyers are skilled at advising on an employee’s notice period. So of you need advice on a notice period, speak to our employment lawyers today.
Redundancy pay and redundancy payments generally fall into two categories; those based on statutory redundancy pay and those redundancy payments paid on an enhanced basis (sometimes referred to as contractual redundancy pay). A statutory redundancy payment is calculated on the basis of an employee’s length of service, age and weekly pay. An enhanced redundancy payment (or contractual redundancy pay) varies from employer to employer. In relation to statutory redundancy pay, currently, the maximum statutory redundancy pay is capped at £21,000.
Our solicitors can help a huge range of clients; from senior executives facing a potential redundancy, to any employee or employer needing help on the fairness of otherwise of a redundancy process.
For legal advice on any aspect of employment law, contact us on 020 8088 9100 or by using our contact form.