There can be serious legal and financial repercussions where an employer fails to follow a fair and legally compliant redundancy procedure.

In any dismissal, the employer must show there was a “fair” reason for it, redundancy is, of course, a fair reason. However, the law is strict on the technical meaning of “redundancy” and your employer must ensure that the statutory definition has been satisfied before they commence a redundancy procedure.

Many businesses are often not fully equipped to deal with planning for and managing redundancies. This is often a daunting situation for the business owner, and one that requires a clear and efficient process whilst managing the sensitivity of the situation. To help you navigate your way through the redundancy process we have put together this downloadable redundancy process guide which outlines the stages of the redundancy process.

In order to work out what your redundancy spend will be, here is a useful tool from that calculates your employee’s statutory redundancy pay.  You need to input details of your employee’s redundancy date, their age, number of years they’ve worked for you and their gross weekly pay.  The amount of statutory pay amount will be generated and broken down which is useful for you to include in redundancy paperwork.

Our expert employment law solicitors in Brighton can advise you on all aspects of redundancy law including your rights and obligations as well as what is required for a fair and reasonable redundancy procedure.

Redundancy advice for employees

Our expert employment law solicitors can advise you on whether you have been unfairly selected for redundancy and if you have a possible claim against your employer. There are several circumstances in which a redundancy can be deemed to be unfair. This can happen if you are able to show that redundancy was not the real reason for the dismissal or if your employer did not follow a fair redundancy procedure.

Employees who are made redundant may be entitled to a statutory redundancy payment or depending on the employee’s terms of contract an enhanced contractual redundancy payment. We can help you work out the correct redundancy sum to be paid to you ensuring you are compensated fairly by your employer.

If you have been made redundant and you have been offered a Settlement Agreement (also known as a termination agreement), please contact us for an initial consultation.