If opportunities for redeploying staff are non-existent then the employer has to decide which staff it will make redundant using a redundancy selection procedure. An organisation that pre-determines those it would prefer to release will risk claims of unfair dismissal, automatic unfair dismissal and discrimination.
Employers should therefore use an objective and fair selection process. Selection criteria should be applied consistently and documented for the employer’s record. Each employee is entitled to see the way in which the employer has scored them.
If your employer has just told you that you are at risk of redundancy then we can advise you about the steps your employer should take next. If the redundancy is not conducted fairly then your redundancy lawyer can assist you to negotiate compensation.Get in touch
For employers it is crucial to understand the law to avoid the prospect of litigation. Your specialsit redundancy solicitor will advise you across the process from start to finish; clarifying your grounds, explaining the consultation and selection process and drafting relevant correspondence.Get in touch
You can consult the following sections for a definition of redundancy and best practice for conducting a redundancy programme:
When are they used? What is in them? Use our guide to understand more about settlement agreements
Depends on a variety of factors. We will advise about the particulars of your situation and explain how much compensation is appropriate
Is a settlement agreement offered when employees are redundant? Find out more on our redundancy pages
We seek to address your legal needs in a way that suits you. For certain matters we can offer a fixed fee arrangement. Learn more about costs with Aeon settlements
Discover more about the terms that the employer will include in the settlement agreement.