Redundancy

Redundancies occur where a business, or a particular workplace, closes, or where there is a need for a reduction in the size of the workforce. This may happen when businesses are obliged cut costs or to restructure in difficult economic conditions.

That does not make it any easier if you are caught up in the process and informed that your position is at risk or, worse, if you are actually selected for redundancy. We can advise you on your rights and your employer’s obligations, assist you through every step of the process, and provide you with the support you need at this difficult time.

Normally an employer will be expected to identify the pool of employees at risk of redundancy and will be expected to determine the objective criteria which will be used to establish who will be selected. An employer will also be expected to consult with those employees at risk of redundancy to explore whether or not there may be possible alternatives.

Employees who are dismissed by reason of redundancy and who have been employed for two years or more are entitled, in addition to their contractual notice period, to a statutory redundancy payment, calculated based on their age, number of complete years’ service and their normal weekly salary (which is subject to a statutory limit).

Whilst redundancies are sometimes necessary, if your employer fails to follow the correct procedure or, worse, attempts to use a redundancy exercise as a “safe” way of dismissing employees, we can advise you on your potential claims against your employer.

If you would like to discuss the above please email us, or go back to our other contact details.