If you have been told you are at risk of redundancy we can give you fast, clear, practical legal advice.
If Coronavirus has hit your employer’s business hard and sales are down or orders reduced then redundancy may be legitimate. But not necessarily…
We can advise you on your particular circumstances and whether or not you have alternatives to accepting what is being offered.
Keith Webster and his team of Specialist Employment Lawyers, Solicitors & Barristers are experts in advising people whether their selection for redundancy is fair and whether or not they have a legal claim against the employer.
“Firstly I was contacted very promptly after my enquiry and spoke with Keith the very
The advice I received was pragmatic and very well balanced. This helped put my
mind at rest a great deal.
I have no hesitation in recommending Keith’s services in all aspects of employment law.
.– AC, East Yorkshire, (May 2020)
“At a time when I felt anxious, angry and upset, I was quickly put at ease by Keith’s calm
approach and understanding of my situation. I felt at ease and confident that Keith was
offering support and advice that was beneficial to me.” – CB Lancashire (May 2020)
No obligation; No commitment
You will know whether or not the redundancy is fair and lawful and what other legal options may be open to you.
”We understand that negotiating a redundancy process can be a very stressful time for you. We will take the time to listen to you and then provide you with clear legal advice in plain English – so that you know your options and can make informed choices.”
Redundancy is a potentially fair reason for dismissal.
But only if:
The process of selecting who will be at risk of redundancy has to be fair, consistent and not amount to unlawful discrimination. For example because you are disabled or pregnant, or for some other discriminatory reason as defined in the Equality Act 2010 such as Age, maternity, disability, religion, race, country of origin or sexual orientation.
The actual selection, often scoring, needs to be conducted in the same way for everyone.
Redundancy cannot be used as an excuse where the real reason for wanting to terminate your employment is a different reason.
If a fair process has been followed and you are selected for redundancy you will be entitled to your notice pay, your outstanding holiday pay and statutory redundancy pay (If you have worked for your employer for over 2 years) .
If they do not you may have a claim for unfair dismissal after you have been made redundant.
Your notice pay will be one week’s pay for every full year of service up to a maximum of 12 weeks or what is stated in your contract – whichever is the higher amount.
Statutory Redundancy Pay
You’ll normally be entitled to statutory redundancy pay if you’re an employee and you’ve been working for your current employer for 2 years or more.
You will get:
Length of service is capped at 20 years.
If you were made redundant on or after 6 April 2020, your weekly pay is capped at £538 and the maximum statutory redundancy pay you can get is £16,140. If you were made redundant before 6 April 2020, these amounts will be lower.
You will also be entitled to pay for holidays which you have accrued but not taken
We can look at your individual circumstances to make sure you are getting everything that you are legally entitled to.
“I would like to thank you for your professionalism and helping me through this tough
time and you will be the first company that I recommend if any of my ex colleagues
find themselves in a similar circumstance. – JD, Herefordshire, (May 2020)
Call me on 0800 772 0791 (24/7 service) or click here to make a free, no-obligation enquiry.
(Messages are taken 24 hours a day or please make a free enquiry here)