Redundancy Solicitors for Employees
If you have recently been made redundant and believe it was unfair, or that your redundancy rights as an employee have been infringed, Clough & Willis is here to help. Our specialist redundancy solicitors can offer high-quality legal advice to help you work out the best way forward.
From our offices in Bolton and Bury, we have provided redundancy legal advice for countless employees in similar circumstances to yours, helping them understand their rights under redundancy law to ensure they reach the resolution they deserve. We can examine the details of your case and find out whether you are entitled to make a claim for redundancy pay, or an alternative settlement.
At Clough & Willis, we understand that losing your job in any circumstance can be stressful, which is why our friendly, knowledgeable and experienced solicitors will handle your case with the utmost care and diligence. Our aim is to deliver the best possible legal outcome for you, providing you with support and assurance throughout the entire process.
For expert redundancy legal advice, get in touch with the employment solicitors at Clough & Willis by calling 0800 083 0815, or fill out our online enquiry form and we will be in touch at a convenient time for you.
How we can help
At Clough & Willis, we are experts on providing redundancy help for employees who feel they have been treated unfairly by their former employer. With years of expertise in this field, we are well-placed to guide you through the entire process of making a claim, giving you the best chance of securing a favourable redundancy settlement agreement.
We can help you in the following ways:
- Advising you on the legal grounds for redundancies, and what would be considered an unfair redundancy
- Helping you make a claim against your former employer, exploring the potential options such as a financial settlement or an alternative role
- Guiding you through the ACAS early conciliation process to see if a resolution can be reached without going to an employment tribunal
- Preparing and representing you in an employment tribunal if you choose to challenge your redundancy through this method
Our legal team has considerable experience in helping professionals from all sorts of backgrounds to make successful claims against unfair redundancies. With offices in Bolton and Bury, we have worked with clients across the North West and further afield, and can provide you with pragmatic advice on what to do next, no matter the circumstances.
If you are seeking to make a claim, you must make the claim to a tribunal within six months of your redundancy, so it is advisable to get in touch with us as soon as possible.
Was my redundancy fair or unfair?
Your employer can legally make redundancies for the following reasons:
- Surplus labour - when a reorganisation of the business, or the introduction of new labour-saving devices, results in fewer workers or different skills being required
- Relocation of the business - when an organisation relocates to new premises, a worker who is no longer able to conveniently serve the same role may be made redundant
- Cessation of business - when an employer ceases or intends to cease trading, or discontinue the part of the business in which a worker was employed, they may be made redundant
However, there are a number of circumstances in which a redundancy may be considered to be automatically unfair if they are used as reasons for losing your job:
- You asked for your rights at work - for example, minimum wage, holiday or maternity leave - to be upheld
- You made a health and safety complaint or acted as a whistleblower, reporting your employer for doing something illegal
- You are let go because you work part-time or on a fixed-term contract
- You refused to work in a shop on a Sunday
- You are a trade union or took part in official industrial action
- You have been on jury service
- You have been discriminated against on the basis of your age, gender, a disability, whether you are pregnant, your religious beliefs or political views
Additionally, if you have worked for your employer for at least two years, you may be able to challenge a redundancy in the following circumstances:
- If you do not think the redundancy was genuine, meaning that you believe your employer was not truthful about the reasons for letting you go
- If you believe the redundancy selection process was unfair, meaning you disagree with your employer’s criteria or methods for choosing staff for redundancy
What are my redundancy rights?
If you are an employee who has been made redundant, or if you are currently going through this process, your redundancy rights mean you could be eligible to receive:
- Redundancy pay
- An alternative employment role
- Time to look for a new job
- A paid notice period
- A one-to-one consultation with your employer
It is essential that, when selecting you for redundancy, your employer made the decision fairly. This means taking into account your length of service, disciplinary record, as well as your skills and experience.
How much redundancy pay am I entitled to?
In most circumstances, you are entitled to redundancy pay if you have been with your current employer for two years or more, with a length of service capped at 20 years.
The amount you are entitled to is determined by your age:
- People under 22 will receive half a week’s pay for each full year of service
- Those aged between 22 and 41 will receive one week’s pay for each full year of service
- People aged over 41 will receive one and a half week’s pay for each full year of service
Weekly payments are capped at £479, and the maximum amount of statutory pay is £14,370. If redundancy payments are under £30,000, no tax will be taken from the total amount.
Need help right away?
Contact Clough & Willis
If you are looking for employment law advice or representation, speak to the solicitors at Clough & Willis today. With offices in Bury and Bolton, we can help you through the entire process, providing support and guidance at every stage