Our specialist employment solicitors will expertly guide you and your business through the legal complexities of redundancy
Legal support for businesses considering starting a redundancy process
We will take time to understand your unique situation. Our solicitors can help you ensure you have the correct legal grounds and assist with drafting redundancy proposals, guiding you through the consultation process, and advising on appropriate selection criteria, redundancy pay calculations, dismissals and any subsequent appeals.
To make sure your redundancy exercise takes place on a sound legal basis and meets the consultation requirements, we recommend getting legal advice at the outset. Contact a member of the employment team in Luton, Harpenden or St Albans.
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Very experienced team with a range of expertise, they are very considerate with their advice. Always very knowledgeable and able to apply the advice in a professional but practicable manner with full transparency in dealing with difficult situations. Always open communication on billing with the ethos of full commitment to the client by the entire team.
The team are always patient, knowledgable and happy to explain while answering your questions in a way that is easy to comprehend and relay to others within the business.
Individuals in the firm all have excellent subject knowledge and therefore provide excellent advice. Someone is always available when needed and communication on their availability is strong. We are never left with unresolved issues, they will always deliver what is promised – Legal 500 2024
They are always happy to help, explain and ensure that as a client I feel empowered to make business critical decisions and relay information to those within the business in an informed way. No question is ever a stupid question, the team that we use as a part of our work are like an extension of our business and always have our best interests at heart.
OUr Employment LAW team
Latest employment law insights
Frequently asked questions
What is redundancy?
There will be a redundancy situation in any of the following circumstances:
- the actual or intended closure of the employer’s whole business;
- the actual or intended closure of the employer’s business at a particular workplace; and
- a reduction in the employer’s need for employees to carry out work of a particular kind.
An employee will be dismissed on grounds of redundancy if they are dismissed in one of these circumstances
Who is entitled to statutory redundancy pay and how is it calculated?
If you have 2 years’ service or more when you are dismissed on grounds of redundancy, you will usually be entitled to a statutory redundancy payment. This is calculated based on your age, length of service, and weekly pay. Length of service and weekly pay are subject to a statutory cap. You may forfeit your right to a statutory redundancy payment if you unreasonably refuse an offer of suitable alternative employment.
Some employees may have rights to enhanced redundancy payments in their employment contract or in an employer policy.
What should I do if I am facing redundancy?
Taylor Walton’s employment team can assist you with any queries that you may have if you are facing redundancy.
What should a redundancy process include?
Your employer should consult with you prior to making any decision to dismiss you on grounds of redundancy. The consultation should include information about the business reasons for the redundancy proposals and information about the basis upon which you have been selected for redundancy. Reasonable efforts should also be made to offer you alternative employment.
If 20 or more employees are affected by the redundancy proposals in one location, collective consultation obligations will apply which means that your employer should consult with elected representatives of the affected employees for prescribed minimum periods.
Can I appeal against redundancy?
There is no absolute legal right to appeal a redundancy dismissal. However, this is considered best practice and most employers will offer a right of appeal. Failure to offer or consider an appeal can make a dismissal unfair. If you believe that your dismissal on grounds of redundancy was unfair, you should consider raising an appeal, even if you have not been notified that you have a right to do so.
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