Redundancy advice for employees

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Patch Law

Station Road Workshops
Station Road
Kingswood
Bristol
BS15 4PJ

Patch Law is a law firm authorised and regulated by the Solicitors Regulation Authority.

Redundancy advice
for employees

Have you been placed ‘at risk’ of redundancy?

Or perhaps you have already been given notice of termination of your employment due to redundancy or a restructure?

This can be a shocking and upsetting time and we understand that you need help and support from an expert who is both empathetic and objective. Getting swift, pragmatic advice at an early stage can be invaluable.


I will be sure in the future to recommend you to any friends or family that may need your help and advice as this journey has been made so much smoother with you.
Community Support Worker
Kingswood, Bristol

Our experienced solicitors will guide you through the maze of questions, including:

  • Is there a genuine redundancy situation?

… or is there another underlying reason why my employer wants to get rid of me?

Redundancy is a potentially fair reason for dismissal, but if it is not the real reason why your employer wants to lose you then it is very likely to be unfair.

  • Have I been selected fairly?

This can sometimes involve the need for selection pools with fair and objective criteria scored even-handedly.  

  • Has my employer consulted me properly?

A genuine consultation has to take into account the concerns, challenges and input of the employee, including how the redundancy may be avoided. If termination is a decision rather than just a proposal in advance, a consultation cannot be genuine.

  • Has my employer looked for ways to avoid terminating my employment?

This should include making you aware of alternative employment within the company or group. You are not obliged to accept or apply for an unsuitable alternative role.

  • Are the payments correct?

As well as statutory redundancy pay (calculated on a set formula, which takes into account your pay, age and length of service) you may be entitled to additional redundancy pay under your contract of employment.

Is the notice pay correct?  If you are being paid ‘in lieu’ of notice, should this just be based on basic pay, or are you entitled to other payments, e.g. benefits, allowances, commission, bonus? Your contract of employment and the employer’s usual practice are of relevance here.

How much holiday of your annual allowance have you used? You may be entitled to payment for any unused holiday.

There are other factors which may come into play in your case, such as:

  • the need to collectively consult (a union or employee representatives) when 20 or more workers are facing dismissal at the same time.
  • job losses due to a merger or acquisition bring special rules (TUPE) into play.

We help many employee clients to deal effectively with a redundancy situation, to get the best outcome for them, including:

  • advice on handling the Consultation process
  • how to Appeal – including help with drafting appeal letters and statements, and how to handle the appeal meeting;
  • initiating or responding to ‘Without Prejudice’ settlement proposals and negotiations;
  • Settlement Agreements – which are usually a condition of enhanced payments;
  • Challenging the redundancy dismissal, if it is unfair or discriminatory, including issuing proceedings in the Employment Tribunal.  Strict time limits apply to such claims.

For immediate employment law advice please either call us on 0117 290 0905 or complete a Free Online Enquiry and we will soon be in touch with you.

Get in touch

If you need help with an employment law issue then please don't hesitate to contact us. An initial enquiry is free and without obligation.

Call us on 0117 290 0905 or fill out the form below and we will contact you within 24 hours.

When your form is submitted you will receive an automatic email from Patch Law confirming receipt.

Why choose us?

  • Expert and Practical Advice
    You Can Trust
  • Prompt and Friendly Service
  • Consistently Positive
    Client Feedback

Some of our Google reviews

review rating 5  Exceptional service throughout. Gillian's expertise, professionalism and personal touch are invaluable. She was so caring and helpful to me during a difficult time, I felt in safe hands. Very happy with the outcome and I can't recommend her highly enough.

thumb Janice Rumming
6/10/2019

review rating 5  Fantastic service from Gillian who advised and acted very quickly with a short timescale to deliver. Friendly approachable firm and I felt they had my best interests at heart. Would highly recommend.

thumb Ryan Barnett
7/16/2019

review rating 5  Brilliant, brilliant service. Gillian genuinely cared about the outcome, and was in regular contact to make sure things were going OK. She took great care to explain legal documentation to me in a way that made it easy to understand, and identified areas where I could get a better deal. Being made redundant is never going to be the nicest experience, but having Gillian on hand gave me confidence and made it much easier to deal with, demonstrably improving the final result. I wouldn't hesitate to recommend Patch Law to anyone in a similar situation.

thumb Martin Pim-Keirle
6/29/2019

Redundancy advice
for employees

Have you been placed ‘at risk’ of redundancy?

Or perhaps you have already been given notice of termination of your employment due to redundancy or a restructure?

This can be a shocking and upsetting time and we understand that you need help and support from an expert who is both empathetic and objective. Getting swift, pragmatic advice at an early stage can be invaluable.


I will be sure in the future to recommend you to any friends or family that may need your help and advice as this journey has been made so much smoother with you.
Community Support Worker
Kingswood, Bristol

Our experienced solicitors will guide you through the maze of questions, including:

  • Is there a genuine redundancy situation?

… or is there another underlying reason why my employer wants to get rid of me?

Redundancy is a potentially fair reason for dismissal, but if it is not the real reason why your employer wants to lose you then it is very likely to be unfair.

  • Have I been selected fairly?

This can sometimes involve the need for selection pools with fair and objective criteria scored even-handedly.  

  • Has my employer consulted me properly?

A genuine consultation has to take into account the concerns, challenges and input of the employee, including how the redundancy may be avoided. If termination is a decision rather than just a proposal in advance, a consultation cannot be genuine.

  • Has my employer looked for ways to avoid terminating my employment?

This should include making you aware of alternative employment within the company or group. You are not obliged to accept or apply for an unsuitable alternative role.

  • Are the payments correct?

As well as statutory redundancy pay (calculated on a set formula, which takes into account your pay, age and length of service) you may be entitled to additional redundancy pay under your contract of employment.

Is the notice pay correct?  If you are being paid ‘in lieu’ of notice, should this just be based on basic pay, or are you entitled to other payments, e.g. benefits, allowances, commission, bonus? Your contract of employment and the employer’s usual practice are of relevance here.

How much holiday of your annual allowance have you used? You may be entitled to payment for any unused holiday.

There are other factors which may come into play in your case, such as:

  • the need to collectively consult (a union or employee representatives) when 20 or more workers are facing dismissal at the same time.
  • job losses due to a merger or acquisition bring special rules (TUPE) into play.

We help many employee clients to deal effectively with a redundancy situation, to get the best outcome for them, including:

  • advice on handling the Consultation process
  • how to Appeal – including help with drafting appeal letters and statements, and how to handle the appeal meeting;
  • initiating or responding to ‘Without Prejudice’ settlement proposals and negotiations;
  • Settlement Agreements – which are usually a condition of enhanced payments;
  • Challenging the redundancy dismissal, if it is unfair or discriminatory, including issuing proceedings in the Employment Tribunal.  Strict time limits apply to such claims.

For immediate employment law advice please either call us on 0117 290 0905 or complete a Free Online Enquiry and we will soon be in touch with you.

Get in touch

If you need help with an employment law issue then please don't hesitate to contact us. An initial enquiry is free and without obligation.

Call us on 0117 290 0905 or fill out the form below and we will contact you within 24 hours.

When your form is submitted you will receive an automatic email from Patch Law confirming receipt.

Why choose us?

  • Expert and Practical Advice
    You Can Trust
  • Prompt and Friendly Service
  • Consistently Positive
    Client Feedback