Employer redundancy legal advice

Summary

Redundancy is one of the most challenging processes an employer may face. It requires careful management, thorough understanding of legal obligations, and sensitive handling of affected employees. Our employment law team provides comprehensive support throughout the redundancy process: * Initial planning support \- we help structure your redundancy plans to minimise legal risks. * Documentation review \- ensuring your letters, scoring criteria, and consultation materials are legally compliant. * Complex case handling \- support for high-risk redundancies involving senior executives or protected categories. * Settlement agreements \- we draft and advise on settlement terms where appropriate. * Tribunal defence \- we represent employers if claims arise despite preventative measures We operate on flexible fee arrangements and can provide fixed-fee packages for redundancy support. Contact our employment team for an initial discussion about your needs. Following a fair redundancy process is not just a legal requirement - it's a business necessity because a consistent and fair process protects an employer :- * Against unfair dismissal and/or discrimination claims \- claims can cost up.

Key information

• Initial planning support \- we help structure your redundancy plans to minimise legal risks.
• Documentation review \- ensuring your letters, scoring criteria, and consultation materials are legally compliant.
• Complex case handling \- support for high-risk redundancies involving senior executives or protected categories.
• Settlement agreements \- we draft and advise on settlement terms where appropriate.
• Tribunal defence \- we represent employers if claims arise despite preventative measures
• Against unfair dismissal and/or discrimination claims \- claims can cost up to 52 weeks' pay or £105,707, whichever is lower. Claims for discrimination have no compensation cap.
• Maintains reputation \- poor processes can damage employer brand and future recruitment.
• Workplace morale \- remaining employees watch how their colleagues are treated.
• Failing to plan thoroughly before starting \- Develop a comprehensive strategy including timeline, documentation requirements, and communication plan. Document clear business reasons for the proposed redundancy, ensuring you document consideration of alternatives, check any existing policies and procedures and decide on selection criteria.
• Insufficient consultation \- good faith consultation must be meaningful and two-way with proper time for consideration.
• Assuming there are no risks if employee not employed for 2 years or more \- whilst an employee who does not have 2 years continuous employment cannot claim unfair dismissal, this ignores the potential of discrimination claims and/or contractual claims.
• Predetermined decisions \- making decisions before consultation ends invalidates the entire process

Practical guidance

• Source: Employer redundancy legal advice

Related topics

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• Can I go to an employment tribunal?
• Challenge your redundancy
• Check how much redundancy pay you can get
• Check what happens if you win your employment tribunal case
• Check what it might cost to make an employment tribunal claim