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Employers who need to reduce staffing levels are inevitably faced with the litigation risks when initiating a redundancy programme. This is all the more pertinent at the present time when many businesses will be considering redundancies, having suffered losses due to the present pandemic.
So what employers need is expert advice and guidance and to ensure the employer meets its budgets, which ideally should be for a fixed fee. But this still leaves the possibility that one or more of those ex- employees may bring claims for either unfair dismissal or even for discrimination.
We work together with one of our partners to provide indemnity against claims arising from a redundancy programme with a limit of £100,000 per redundancy programme.
For a fixed cost, we can provide you with advice on any redundancy programme so that if any redundant member of staff then raises a claim arising from the redundancy, this will be covered under the indemnity.
This provides complete financial peace of mind that the whole redundancy process can be concluded for a fixed known cost, irrespective of any litigation risk.
If you are embarking on a redundancy programme and are interested in being provided a quote for the service, please contact us on 0161 696 6170 or complete our online enquiry form.
Redundancy is a significant aspect of employment law that requires careful consideration by employers. Understanding your legal obligations and implementing best practices can help protect your business from potential disputes and ensure a fair process for all parties involved.
Redundancy occurs when an employer needs to reduce their workforce due to various reasons, such as business closure, relocation, or a decrease in work demand. It's essential to establish that the redundancy is genuine and not related to an individual's performance
Employers must provide appropriate notice periods when making redundancies. Notice periods depend on the length of continuous employment and must meet statutory minimum standards to avoid claims of unfair dismissal. It is essential to clearly communicate these notice periods in writing and ensure compliance with UK employment law to maintain fair redundancy procedures.
Redundancy consultations are mandatory for employers in the UK, especially if you are planning to make 20 or more employees redundant within 90 days or fewer. Collective consultations require communication with employee representatives or trade unions. Employers should discuss the reasons for redundancy, criteria for selection, possible alternatives, and ways to mitigate redundancy impacts. Failure to consult employees fairly can lead to compensation claims and tribunal proceedings.
Employers are legally obliged to provide statutory redundancy payments to eligible employees. Such payments depend on age, length of employment, and weekly pay, capped at set legal limits. Beyond this statutory minimum, some employers offer enhanced redundancy packages to employees. Enhanced redundancy schemes help retain employee goodwill, minimise reputational damage, and demonstrate responsible business practices during workforce restructuring.
Employers facing redundancy situations have a legal obligation to look into suitable alternative employment possibilities within their organisation. Alternative roles should reasonably match the employee's skills, pay and conditions. Employees have the right to trial periods for alternative roles—four weeks to determine suitability. Employers must document all alternative role offers and discussions clearly to safeguard against future unfair dismissal claims.
An effective redundancy appeals procedure is a critical safeguard for fair redundancy management. Employers should clearly explain how employees can formally appeal redundancy decisions, include timelines and outline impartial mechanisms for reviewing redundancy selection criteria and processes. Providing transparent appeals channels not only improves employee trust but also significantly reduces the risk of employment tribunal challenges.
Yes, employees on maternity leave can be made redundant; however, employers must ensure that redundancy selection processes are fair and that employees on maternity leave are not selected because of pregnancy or maternity-related reasons. Employers must also prioritise offering suitable alternative employment available in the business.
Temporary or fixed-term employees have redundancy rights comparable to permanent employees, provided they have two years’ continuous service or more. Employers must offer redundancy payments, fair consultation procedures, and notifications of redundancy, ensuring fair treatment aligned with UK employment law.
Voluntary redundancy occurs when an employer invites employees to volunteer to leave in return for redundancy payments. Compulsory redundancy occurs where the employer selects employees based on specific criteria. Employers often prefer voluntary redundancy as it minimises disruption and is viewed more favourably by employees.
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Employment & HR - staff reorder
