We are recognised by the recommendation website Three Best Rated as one of the top three employment law firms in Bristol.
Station Road Workshops
Station Road
Kingswood
Bristol
BS15 4PJ
Patch Law is a law firm authorised and regulated by the Solicitors Regulation Authority.
Our experienced solicitors will guide you through the maze of questions, including:
… 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.
This can sometimes involve the need for selection pools with fair and objective criteria scored even-handedly.
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.
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.
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:
We help many employee clients to deal effectively with a redundancy situation, to get the best outcome for them, including:
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.
Great service would highly recommend. Nothing was to much trouble for the team. Many thanks.
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.
I engaged Patch Law upon the recommendation of a friend and am so glad I did! I found Gillian an absolute pleasure to work with; warm and approachable whilst being extremely knowledgeable and strategic in employment matters. Gillian’s advice and support helped me to navigate my way through a difficult situation I faced at work on returning from maternity leave to a very satisfactory end. Gillian is certainly someone you want on your side of the battlefield and I couldn’t recommend her highly enough.
Our experienced solicitors will guide you through the maze of questions, including:
… 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.
This can sometimes involve the need for selection pools with fair and objective criteria scored even-handedly.
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.
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.
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:
We help many employee clients to deal effectively with a redundancy situation, to get the best outcome for them, including:
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.
Patch Law is a law firm authorised and regulated by the Solicitors Regulation Authority under SRA number 572782.
© Copyright 2019 Gillian Patch, trading as Patch Law, or original authors. All rights reserved.
Patch Law Privacy and Transparency Notice
Complaints
Site design: StanfordGraphics
Patch Law is a law firm authorised and regulated by the Solicitors Regulation Authority under SRA number 572782.
© Copyright 2019 Gillian Patch, trading as Patch Law, or original authors. All rights reserved.
Patch Law Privacy and Transparency Notice
Complaints
Site design: StanfordGraphics