If you believe your employer hasn’t followed correct protocol with your redundancy, or that you’ve been unfairly dismissed, call us now on 0808 164 0808 or request a call back, and we will call you.
Being made redundant may or may not have been your choice. In any case, you are still entitled to the correct pay if you work your notice, and (if you’ve served for longer than two years) a redundancy payment that is calculated properly. Your employer should also have gone through the process with you in line with regulations.
If you feel as though your employer hasn’t followed protocol with your redundancy, or you’ve been underpaid and haven’t been able to get what’s owed to you, we might be able to help with a redundancy claim. You would need to liaise with ACAS in the first instance, who would try and achieve early conciliation with your employer. If this fails, you may wish to seek further legal advice.
Employment redundancy legal advice
Your employer is legally permitted to make you redundant, if they follow the correct procedures.
We’ve broken down the process below:
- Don’t make decisions too quickly – all employers who are considering making employees redundant have a duty to make early plans, but still consider alternatives before making any final decisions
- Ask for volunteers first – your employer should make the need for redundancies known throughout the business, and before selecting people should offer the chance for them to volunteer for redundancy
- Consider alternatives – before making anyone redundant, your employer should have considered every alternative first. Could they move you to a different team? Could they create a new role for you in a different line of work at the same company?
- Use criteria – when selecting employees for redundancy, it’s important that your employer considers length of service. Some employees may have served for a lot longer than others, which should be reflected in their final redundancy payment
- Listen to employees – employees have the right to make suggestions when faced with redundancy, and should be allowed time off to seek other employment
- Make it clear they can appeal – employees have the right to appeal if they feel that their redundancy is unfair. If your employer has failed to inform you of this, you may be eligible to bring a claim
- Put it in writing – if your employer is making more than 20 people redundant, they must put the following in writing during your consultation; why they are making redundancies; how they will select employees; any third-party workers that are being employed; the way in which they’ll calculate redundancy pay; how many employees will be made redundant; how they will make people redundant.