Redundancy may arise as a result of a business re-organisation, the closing down or relocation of a business.

In dealing with a possible redundancy, which can often prove traumatic and have a serious impact upon any Employee, there is a duty on the Employer to consult with their Employees.

Selection for redundancy should be fair, and it may be based on a variety of criteria. The Employer needs to consider a variety of options including a reduction in working hours, structure, or relocation of staff, before making staff redundant. Redundancy situations may conclude with a Settlement Agreement.

The Attwaters Jameson Hill Employment Law team has a proven track record of successfully assisting and representing employees who believe that they have been unreasonably selected or not properly consulted regarding their redundancy.

We can also provide advice in the event that you have a claim which should be pursued in an Employment Tribunal.

A successful claim may include payment in lieu of notice, a claim for a redundancy payment, a complaint for unfair dismissal which sees reinstatement or compensation, and finally and less frequently a claim for a contractual severance payment.

We offer a range of fee structures to suit our clients’ needs, depending upon the nature each case.

Attwaters Jameson Hill’s dedication to outstanding client service, combined with our considerable expertise in Employment Law, means we offer exceptional value for money for Employees seeking professional advice.

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