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Employment Redundancy Disputes

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Sometimes businesses face  a redundancy situation. To protect the business employers must act quickly but it is absolutely critical that they follow a fair procedure. Employers should consult with the employees likely to be affected to see if the redundancies can be avoided and to discuss alternatives and the criteria for selecting people for redundancy. If you are planning to make 20 people or more redundant then statutory procedures must be followed.

Sometimes employees would like to take voluntary redundancy under a settlement agreement.

Knowing how to handle redundancy situations effectively is essential in order to minimise the impact on your employees and your business.

Helix law can help you to make the right decisions.

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A Fair and Reasonable Process

Sometimes, a business faces a decision whereby the best course of action to protect the business is to make redundancies.

If you find yourself having to make such a decision, it is best to gain legal advice before sharing this news with your employees. You need to be assured that your process for choosing employees to make redundant is legal and best prevents any claims of unfair dismissal or discrimination against you. Contact Helix Law to discuss issues surrounding redundancy to minimise impact to your business and employees.

Scroll to the foot of this page to see our FAQs regarding employment law and redundancy.

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Frequently Asked Questions

We have taken on more people since making redundancies and some former employees are claiming that their redundancy was ingenuine. Should we worry? What is a ‘protective’ award? Can we select part-time workers for redundancy? Do we need to go through the redundancy procedure if we can offer alternative employment at a different site 20-miles away or less? What happens if we are in financial trouble and cannot fulfil redundancy payments? Can we select the newest workers for redundancy on this basis? When selecting redundancy candidates based on skills, can English language fluency be included? How much redundancy pay must we pay? What should a formal redundancy procedure entail? How much notice of proposed redundancy must be given to employees? Is a settlement agreement different from redundancy? On what grounds can redundant employees sue for discrimination? When making redundancies, how much notice do we have to give? What options to cut costs can we consider before deciding to make redundancies?
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Related Experience

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Settlement and Compromise Agreements
Employment Redundancy
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