Redundancy Solicitors in Birmingham, London and Northampton

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If you have been made redundant or are at risk of redundancy, we will help you protect your rights and move forward. To discuss your case with one of our redundancy lawyers, call us on 0300 303 2071 or email info@witansolicitors.co.uk and we will organise a free, no-obligation consultation.

Specialist Legal Advice

Redundancy is a complex area of employment law to navigate so it is important to get advice from a lawyer specialising in this practice area. Our redundancy solicitors can advise on all aspects of redundancy and will be by your side every step of the way.

The Process for Redundancy

When making employees redundant, employers need to:

• Hold consultations and select staff – Employers need to inform employees of their plans in good time and select employees for redundancy based on unbiased factors. On top of this, employers need to demonstrate that redundancies are necessary. For example, the role is no longer required and there are no other suitable roles for the employee
• Assess reasons for redundancy – Employers need to take into account disciplinary records, attendance, experience, skills and length of service, as well as performance records. Under the Equality Act 2010, it is illegal to select an employee for redundancy because of their age, sex, race, sexual orientation, religion or disability

An Employer’s Obligations

Employers are required to comply with all relevant legislation throughout the redundancy process. This includes ensuring that staff selected for redundancy are treated fairly and given reasonable time off to find a new role or arrange training. On top of this, employers need to ensure that employees receive their entitled redundancy pay.

If employers do not handle this process correctly, the redundancy may be considered an unfair dismissal. If you believe your employer has treated you unfairly or has not followed the correct procedures, our specialist redundancy lawyers are on hand to advise you.

Who We Can Help

Whether you are in finance, tech, healthcare or any other sector, we have a wealth of experience advising:

• Board members
• Consultants
• Directors
• Doctors
• Employees
• Partners
• Professionals
• Senior executives

Redundancy Selection Criteria

If your employer has selected you for redundancy, you need to into account:

• Whether the selection process is discriminatory – While it may be daunting to pursue legal action, our solicitors can help you demonstrate that the selection criteria are discriminatory and secure compensation so you can move forward
• Protected characteristics – If you have been made redundant or treated unfairly because of any of the nine protected characteristics under the Equality Act, we can help you make a discrimination claim against your employer
• Unfair dismissal – If you have been dismissed unfairly, our redundancy lawyers can help you claim compensation for losses
• Automatic unfair dismissal – Redundancy is automatically considered unfair if the decision was based on whistleblowing, joining a trade union, raising a grievance, becoming pregnant or even asserting any of the rights in your employment contract

What Should I Do If I Am at Risk of Redundancy? 

Remember that employees are not made redundant because they have done something wrong and it should only happen because their roles are no longer necessary. If you are being made redundant, your employer has a responsibility to ensure that you are treated fairly and receive the full financial package that you are entitled to based on your years of service.

It is possible to challenge redundancy if you believe that you have been selected due to discrimination as opposed to a fair and objective reason. If you are facing impending redundancy, it is wise to speak to one of our redundancy specialists at the earliest opportunity. We will help you understand your rights.

How to Challenge Redundancy

If you are part of a select group that has been chosen for redundancy, you have the right to question the reasons you have been picked. While employers have a right to use objective factors, such as disciplinary and performance records, they cannot discriminate based on protected characteristics, maternity or paternity leave, pregnancy, working patterns, whistleblowing or even trade union membership.

If you believe you have been selected for redundancy based on discrimination, get in touch with our redundancy solicitors today.

How Much Notice Am I Entitled to?

If your employer wishes to make you redundant, they must provide you with a proper notice period. This will depend on your contract of employment or the  length of service:

• 1 month – 2 years – One week
• 2 – 12 years – One week for each year you have been employed by the company
• 12 or more years – At least 12 weeks’ notice or 12 weeks’ pay in addition to any redundancy payments that you are owed if no notice is given

What If I Have Been Unfairly Dismissed?

Redundancy can be classed as unfair if:

• Your job is still required
• The selection criteria were unfair
• The employer failed to properly consult affected employees
• You have not been given enough information about the redundancy process
• Your employer did not follow the correct procedures

Our employment solicitors excel at advising on unfair dismissal claims and can help you get the compensation you deserve. 

Am I Entitled to a Consultation?

If you are being made redundant, you are entitled to a consultation with your employer where you can discuss the reasons for your redundancy, as well as any alternatives. If your employer is making up to 19 redundancies, they have the freedom to carry out consultations in any way they wish. 

In cases where an employer wishes to make 20 or more employees redundant, the collective redundancy rules apply. This means your employer must hold consultations with those employees or recognised representatives such as a trade union official or an elected employee rep.

How Much Redundancy Pay Am I Entitled to?

If you have been with your employer for 2 or more years, you are entitled to statutory redundancy pay. This will depend on your age:

• Half a week’s pay for each year of service in which you were below the age of 22
• One week’s pay for each year of service you were between the ages of 22 and 40
• One and a half week’s pay for each year of service you were 41 or older

It is worth noting that weekly payments are capped at £643 and the maximum amount you can receive for statutory redundancy is limited to £19,290. Depending on your employment contract, it is possible to receive more than this. If your total redundancy package is less than £30,000, it will be tax-free. 

Our experienced redundancy solicitors will ensure you receive the redundancy package you are entitled to so you can keep life ticking over as normal until you find another job.

Our Expertise

With over 100 years of combined legal experience, our team of employment lawyers have a strong reputation for handling cases involving redundancy payments, the redundancy process and unfair dismissals. We will ensure that your rights are protected.

Why Choose Witan Solicitors? 

Since 2014, our lawyers have been helping employees get the redundancy packages they are entitled to. Not to mention, we specialise in assessing whether redundancy is fair and the correct procedures have been followed. This allows us to help our clients make unfair dismissal claims and recover any losses suffered. With us, you benefit from:

• Over 100 years of combined practice law experience
• Representation from a Legal 500 recognised law firm
• Clear and honest legal advice
• Proven track record of successfully handling employment law cases
• Redundancy solicitors in Birmingham, London and Northampton 

Funding Options

We understand that losing your job is a huge adjustment and creates uncertainty. That is why we are proud to provide a range of legal funding options to ensure that those who have been made redundant or are at risk of redundancy can get the support they need.