Redundancy rights: an introduction

 

Redundancy rights of employees must be carefully observed by their employer. Redundancies must be carried out in accordance with the law in order to entitle a redundancy payment, or else you may have a claim for unfair dismissal and compensation.

What are your redundancy rights?

  • Right to be consulted
  • Right to notice
  • Right to redundancy pay (when eligible)
  • Right to a fair selection process
  • Right for alternatives to redundancy to be considered, such as redepolyment

The notice period and redundancy payment are some of the most important redundancy rights, and they are rights which are often neglected. The statutory redundancy notice periods depend on the length of service. One of our employment solicitors will be able to tell you what the minimum notice period would be in your specific case. In some cases your employer might terminate your contract with no notice if they make a redundancy payment offer that you agree to.

A redundancy agreement, compromise agreement or redundancy payment offer made by your employer should always be revised by a solicitor before signing. Our recommended employment solicitors can advise on the fairness of the offer according to the current redundancy rights and also renegotiate on your behalf if you think the amount of money to which you are entitled should be higher.

For an employer, redundancy payment negotiations are important. Paying the statutory minimum is not always the best idea, as resentment in the workplace can affect the workplace culture and productivity.

If you would like legal advice on your redundancy payment, call us on 08001 221 2299 or fill in the web-form to the right. We will put you in touch with employment lawyers specialising in redundancy rights advice.

 

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