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Redundancy & Restructuring

At times in business owing to economic, technological and commercial considerations, you may need to restructure your organisation and make cost savings.

If you are thinking about restructuring, you will need to ensure that you follow the appropriate procedures and apply them fairly.

At PJH Law, our employment law solicitors have a wealth of experience and expertise helping companies avoid any problems and navigate through the dismissal for redundancy process. We can advise you from start to finish regarding selection methods, timelines and prepare and implement the correct documentation.

We can ensure that you manage the process efficiently and we can provide as little or as much support as you choose. Removing the headache and stress, plus limiting the risk of grievances and the potential of facing Employment Tribunal claims, including unfair dismissal, discrimination with awards of significant compensation.

Our expert employment law solicitors and HR advisers can assist you in avoiding unwanted Employment Tribunal claims. For further advice, please call our employment lawyers and expert legal team on 01780 757 589, request a callback or complete our quick online enquiry form.

Our principal has written a book on the practical aspects of implementing a redundancy process.      A Practical Guide To Redundancy.

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The Redundancy Process

The redundancy process covers many areas and can feel like walking a bit of a tight rope. Several complex processes need to be followed when dealing with redundancy.

Redundancy can occur in three types of situation:

  • Closure of the entire business
  • Workplace closure; e.g. closing of a branch where employees work
  • Reduction of workforce

We can help you to avoid breaching employment law, and our employment law experts can advise you on all details relevant which include:

  • Employee consultation: It is important when considering making an employee redundant that you consult with them as soon as possible.
  • Fair selection procedure: Several factors can be taken into account to select which employees to make redundant.
  • Dismissal procedure: A formal and set dismissal procedure needs to be followed if you wish to avoid future repercussions and potential employment tribunal claims.
  • Redundancy payments: If an employee has completed at least 2 years of service of continuous service, then you will be required to pay statutory redundancy pay.

Also, the process for making a group of people, 20 or more, redundant over a period of 90 days or less, there are additional things you must prepare for and do.

It can be a minefield for employers and in our experience redundancy dismissals in certain circumstances can be automatically unfair for several reasons unknown to you. PJH Law are pleased to help and ensure you mitigate your risk and potential exposure to Employment Tribunal claims,

For more information or advice, call our employment lawyers and expert legal team on 01780 757 589, request a callback or complete our quick online enquiry form.

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