Employment law redundancy rights advice for employers
If your business goes through perhaps the inevitable ‘hard times’, you need to react quickly and in a way that prevents possible claims against you.
The Law is clear about what constitutes redundancy; there being 3 different situations:
1. Whole business redundancies where the business might be ceasing to trade altogether;
2. Location redundancies, where the business closes its operation in a particular location; and
3. What might be called job redundancies, where there is a need to reduce staff, maybe through a need to reduce costs or simply more efficient working practices.
Good advice is vital to ensure a fair process that will prevent the possibility of claims like unfair dismissal being brought against you.
Implementing a fair procedure is important and can be more complex than you might imagine.
When you need to make redundancies we at Winrow Solicitors can advise on all aspects of the process to provide the support needed to ensure a fair and compliant procedure.
How we will help
If you have a genuine redundancy situation you should follow a fair and reasonable process to avoid ending up in an Employment Tribunal. We, as experts, can explore all alternatives and help you conduct a meaningful consultation process should redundancies prove unavoidable.
Our redundancy support for employers – including Settlement Agreement advice and what might constitute a reasonable alternative employment. If an employee refuses to accept reasonable alternative work they may lose entitlement to a redundancy payment, but what would constitute such work can be complex, so ask our advice.