REDUNDANCY ADVICE SOLICITORS

Being told that your role is at risk of redundancy can leave you worried about your income, employment rights and future career. Our employment law solicitors provide clear advice about the redundancy process and whether your employer is treating you fairly. Whether you need advice before a consultation meeting, help challenging an unfair selection or support negotiating an enhanced exit package, HM3 Legal will support you, protect your interests and help you understand your options.

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We are experienced redundancy advice solicitors

Employers must follow a fair redundancy process and comply with their legal obligations when considering job losses. If you have been placed at risk of redundancy, taking expert legal advice early can help you protect your position and avoid accepting an unfair outcome during what can be an emotional time.

Our redundancy solicitors will review the reasons given by your employer, the consultation process, the selection criteria and the payments you have been offered. We can identify possible procedural failures and advise whether you may have grounds to challenge the decision.

We can advise you on:

  • Individual and collective consultation.
  • Redundancy selection criteria.
  • Unfair redundancy selection.
  • Suitable alternative employment.
  • Statutory redundancy pay.
  • Enhanced redundancy packages.
  • Notice pay and holiday entitlement.
  • Redundancy during maternity leave.
  • Discrimination and whistleblowing concerns.
  • Voluntary redundancy.
  • Settlement agreements.
  • Appealing a redundancy decision.
  • Potential unfair dismissal claims.

Our redundancy advice solicitors

Our redundancy legal services

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Reviewing the redundancy process

A genuine redundancy situation does not automatically make a dismissal fair. Your employer should identify an appropriate selection pool, use reasonable and objective criteria, consult affected employees and consider whether suitable alternative roles are available. Our solicitors have provided legal guidance for many redundancy situations. They can review each stage of the process and explain whether your employer is meeting its legal responsibilities. We can examine consultation documents, scoring records, proposed organisational changes and communications about alternative employment.

If you believe the redundancy is being used to remove you for another reason, such as performance concerns, pregnancy, disability, whistleblowing or a workplace dispute, we can assess the evidence and advise you about possible claims. Taking legal advice before the process concludes may give you an opportunity to raise concerns, challenge inaccurate scoring and protect your employment rights.

Challenging an unfair redundancy

You may have grounds to challenge your redundancy if your employer has not carried out meaningful consultation, has used unfair selection criteria or has failed to consider suitable alternative employment. A redundancy may also be unfair if the role has not genuinely disappeared or the process has been influenced by discrimination. Our employment solicitors can help you prepare for consultation meetings, request information from your employer and raise objections to the proposed decision. We can also review your selection scores and identify inconsistencies in how the criteria have been applied.

If your employment has already ended, we can advise you about appealing the decision, beginning ACAS Early Conciliation and bringing an Employment Tribunal claim. Strict time limits usually apply, so it is important to seek advice promptly if you believe you have been unfairly selected for redundancy.

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Redundancy pay and exit packages

Your redundancy package may include statutory or enhanced redundancy pay, notice pay, outstanding salary, accrued holiday and other contractual benefits. Understanding each payment will help you determine whether the proposed package is correct and whether further negotiation may be appropriate. Our solicitors can calculate your statutory entitlement, review your employment contract and examine any workplace redundancy policy. We can also advise on bonus payments, commission, pension contributions, shares and benefits that may be affected by the termination of your employment.

Where your employer offers a settlement agreement, we will explain the legal and financial consequences before you sign it. (We recommend seeking legal advice before signing any agreement.) HM3 Legal can negotiate improved compensation, an agreed reference or changes to restrictions affecting your next role, helping you achieve an exit package that reflects your circumstances and supports your future plans.

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CH41 5LH
(By prior appointment only)

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Redundancy advice key contact: Charissa Lewis

Charissa Lewis web
Associate and experienced Employment Tribunal solicitor

Charissa Lewis is an Associate at HM3 Legal, managing decades of experience to workplace disputes and day-to-day employment law queries. Her specialist area is representing employers in Employment Tribunal claims, combining strong academic foundations with hands-on litigation experience. Contact Charissa for practical, provides clear, personable, commercially focused employment law advice.

Has your role been placed at risk of redundancy?

You do not need to wait until a final redundancy decision has been made before seeking legal advice. Receiving guidance during the consultation process can help you ask the right questions, challenge unfair treatment and understand the payments you should receive.

Our approachable employment law solicitors will review your circumstances and provide practical advice about your next steps. If necessary, we can communicate with your employer, negotiate an improved exit package or advise you about bringing a legal claim.

Contact HM3 Legal today for clear, independent redundancy advice tailored to your situation.

Redundancy FAQs

What redundancy consultation am I entitled to receive?

Your employer should consult you meaningfully before reaching a final decision. This normally includes explaining the proposed changes, discussing ways to avoid redundancy, considering your suggestions and allowing you to challenge your selection. Where 20 or more redundancies are proposed at one establishment within a 90 day period, collective consultation rules may also apply. Consultation should be genuine rather than a decision that has already been finalised. HM3 Legal can advise whether the process appears fair.

Statutory redundancy pay is generally available to employees with at least two years of continuous service. The calculation is based on your age, length of service and weekly pay, subject to statutory limits. Service is usually capped at 20 years. Your employment contract or workplace policy may provide a more generous enhanced payment. A solicitor can check your length of service, contractual entitlements and proposed termination date to ensure your redundancy payment has been calculated correctly.

An employer may reorganise its workforce and create a genuinely different role, but advertising a position that is substantially the same as yours could raise questions about whether the redundancy is genuine. Job titles alone are not decisive, so the responsibilities, required skills, working arrangements and seniority should be compared. You should keep copies of job advertisements and relevant communications. A solicitor can review the evidence and advise whether you may have grounds to challenge the redundancy or dismissal.

Selection criteria should be reasonable, measurable and applied consistently across an appropriate group of employees. Employers may consider skills, qualifications, performance, disciplinary records and attendance, provided the criteria do not unlawfully discriminate. Absences connected with disability, pregnancy or family leave may require particular attention. You should be told how you were assessed and given an opportunity to challenge inaccurate information. HM3 Legal can review your scores and identify criteria that may be subjective, misleading or unfairly applied.

Your employer should normally provide an opportunity to appeal a redundancy decision, particularly if you believe the process, selection pool or scoring was unfair. An appeal allows you to identify procedural errors, provide additional evidence and ask the employer to reconsider its decision. You should submit your appeal promptly and follow any deadlines within the redundancy policy. HM3 Legal can help you prepare clear grounds of appeal and advise whether further action may be appropriate if the decision is upheld.

Photos by: Vitaly Gariev and Steve A Johnson from Unsplash, Stocksnap from Pixabay.

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