FAQ on Redundancy For Employees

 

undefined

REDUNDANCY Solicitors Email us  

Our redundancy lawyers have taken the time to prepare the following information on Redundancy for you in order to give you  initial advice on redundancy.  This initial advice is not designed to answer all of your questions but to give you an indication of the quality of our work and the level of advice you may expect to receive from us. Our lawyers guarantee the quality of the employment law advice on redundancy and settlement or compromise agreements we provide.  For more information, email or telephone us on 0207 488 9947.
 

  •  As An Employee, In What Circumstances Can I be Made Redundant?

An employer may only make you redundant, if the employer has genuine reasons for terminating your employment.

  • What Are My Employer’s Responsibilities When Contemplating Making Me Redundant?

There are a number of key guidelines that an employer must adhere to when contemplating making you redundant:

Planning

Employers are under an obligation to draw up a plan to decide which employees would be kept on or made redundant.

Consultation

Employers should note that in the event that 20 or more employees are to be made redundant, it is obligatory to have a consultation with the employees' representatives, unless the employees choose not to be represented.

  • How Should My Employer Implement The Selection Procedure?

The employer must show in detail a fair selection procedure.

  • What Could Happen If The Redundancy Is Not Carried Out Fairly?

Employers should take certain steps to ensure that the contemplated redundancy is carried out fairly. In the event that the redundancy is not carried out fairly you may potentially claim for:

  1. Wrongful dismissal;
  2. Unfair dismissal; or
  3. Further redundancy payments.
  • When can I claim Redundancy Pay?

 In order to claim redundancy payment, you must have a minimum of two years' continuous employment.

  • How Are Redundancy Payments Calculated?

A redundancy payment can either be based upon the legal minimum or based upon the terms of your employment contract.  RT Coopers can provide you with specific advice with regards to redundancy payments. Contact us NOW.

  • What Are My Remedies If The Redundancy Is Not Carried Out Fairly?

You may bring the following claims if the redundancy is not carried out properly:

  1. Unfair dismissal
  2. Sex discrimination
  3. Race discrimination
  4. Disability discrimination
  5. Wrongful dismissal
  •  When Should My Employer  Issue Me With A Settlement or Compromise Agreement?

As a general rule “out of court settlements” of employment disputes are not legally binding in that they cannot exclude your right to take the matter concerned to an Employment Tribunal. However, this is legitimately circumvented by entering into a formal compromise agreement between you and your employer which fulfils certain legal requirements. If you require our advice and assistance with a settlement or compromise agreement, please contact us by email or telephone on 0207 488 9947.

  • Are There Specific Requirements To Be Adhered To In Respect Of Settlement or Compromise Agreements?

One of the most important conditions is that you must have had advice from a relevant independent adviser. RT Coopers can provide you with expert employment advice on the terms of your Settlement or Compromise Agreement. If you require our advice and assistance with a settlement or compromise agreement, please contact us by email or telephone on 0207 488 9947.

  • Constructive Dismissal - What Is Constructive Dismissal?

Under English law, you may resign from your position and treat yourself as having been dismissed by your employer, if your employer acts in a way that is deemed a fundamental breach of your contract.

  • What Would Happen If the Mutual Trust And Confidence In The Employment Relationship Has Been Breached?

Any attempt to exclude this covenant from a contract is null and void.

  • What Is The Minimum Disciplinary Procedure That Has To Be Applied In Relation To My Conduct?

You are entitled to the benefit of a minimum standard of formal disciplinary procedure.

  • What Are The Requirements In Respect Of Disciplinary Hearings?

You must be given sufficient time to prepare for the interview. You should also be given an opportunity to appeal against the decision.

If you require any specific advice on redundancy, general employment advice and/or advice on the terms of your compromise agreement, please contact us to arrange an audio or meeting: on 0207 488 9947 or by email.  Also visit our Employment Law Page on this Website. We also have Legal Updates on Employment Law that you may find useful.

If you require one of our Redundancy brochures, please contact our compromise agreements solicitors on 0207 488 9947 or by email.

RT Coopers Solicitors, 2015

 

undefined

 

 undefined 

SearchBox

Search Shadow

NewsLetterBox

newsletter Shadow

TestimonialBox

Testimonial Bottom Shadow

testimonial Shadow Middle

More Testimonials

Testimonial Bottom Shadow