Redundancy solicitors

As an employer, the last thing you want is to be in a position requiring the need to make redundancies.

Economic downturns, demand, or changes within your supplier chain are just a few reasons that may leave you with no alternative but to consider workforce redundancies.

In such a situation, with the many other items likely to be requiring your attention, employing a legal expert to assist in the redundancy process can help to reduce stress and ensure all legal aspects are complied with.

Our specialist employment law solicitors can help guide you through what you may find to be a difficult process and utilise their expert knowledge to ensure you are supported and receive the most up to date legal advice.

Redundancy solicitors near me

The specialist employment solicitors at Holmes & Hills are experienced in advising and providing support to organisations who are considering making redundancies or reorganising their workforce. We can assist you with:

• Managing and advising on individual redundancies
• Managing and advising on large scale collective redundancies (normally where 20 or more staff are at risk of redundancy)
• Advising on alternatives to redundancy such as flexible working arrangements, redeployment options, reduced working and changing terms of employment
• Preparing scripts for consultation meetings and drafting letters
• Preparing and negotiating settlement agreements
• Managing and advising on redundancy dismissals and appeals against redundancy

What is redundancy?

Redundancy is where you dismiss an employee because you no longer require the job they do. A redundancy situation arises where there has been or there is going to be:

• Closure of the business
• Closure of the workplace
• A reduction in the need for employees

It can be a fair reason to dismiss someone by reason of redundancy however, for that decision to be lawful, an employer needs to ensure that:

1. There is an existing redundancy situation (see points above)
2. A fair process is carried out before making any decisions

This is especially important where employees have more than 2 years’ service otherwise the employer will risk employees bringing claims for unfair dismissal.

Employees may also be entitled to bring other claims relating to the redundancy process, their selection for redundancy and dismissal if they consider they have been treated unfairly in any way.