Our highly professional and understanding team has vast experience dealing with redundancy issues
Being made redundant is a very emotional and traumatic time for you and those around you, we are there for you to offer support and guidance.
In a redundancy situation the employee’s job will usually have disappeared entirely. The usual reason for this is because the workplace is closing down or there is a downturn in trade. If the employer immediately replaces the employee they have claimed to have been made redundant then that is not redundancy.
Redundancy is where the termination of an employment is because the employer either no longer has need for the employee to do the kind of work for which they are employed or that need is diminished.
Generally speaking, in order to claim a redundancy payment you need to have been dismissed by your employer. But for a few exceptions, if you resign you are not entitled to a redundancy payment. After two or more years of continuous employment an employee has the right to statutory redundancy pay if they are made redundant. Not everyone is entitled to statutory redundancy pay and there are exceptions. The most significant exception is if your employment is terminated on or after the normal retirement age for your job.
Redundancy Issues | What we do
Understanding your situation is critical to any redundnacy issues. So, we talk with you to get the full picture around your current circumstances. In addition we will find out as much as possible about your employer. Once we fully understand your position we will ensure that your employer has followed the law by explaining and communicating the redundancy process to you.
As a result of our discussions we make sure that no undue pressure has been applied in order to make you take the redundancy offer. If you have been offered a redundancy package we can advise you about your options. You do not have to accept your employer’s initial offer of redundancy. As part of the process we will also make sure that your employer has expended all effort to find you alternative work and that you are given appropriate time to find work.
And, finally, if you believe that the reason for your dismissal was not genuine redundancy, for example, you have been unfairly discriminated on the basis of age or pregnancy, then we can help provide the legal advice you need.