Redundancy For Employers
At Cocks Lloyd Legal, our employment law solicitors advise organisations on redundancy and can manage the entire process on their behalf.
Although no business wants to make employees redundant, it is sometimes necessary and justified.
Redundancy must always be handled with care and attention to detail to avoid potential claims of unfair or wrongful dismissal. Whatever your reasons for making staff redundant, by engaging our Employment Law Solicitors, you can ensure that employment law best practices are followed, and the best interests of all involved are considered. Our core ethos is to manage the matter for you as much as possible, allowing you and your colleagues to focus on your primary roles within the organisation. Depending on the circumstances and the number of people potentially being made redundant, we will recommend a strategy and ensure the correct consultation process is followed. Our Employment Law Solicitors have been recognised in the Legal 500 and have a strong reputation for guiding businesses in Nuneaton, Warwickshire, and across the Midlands through the redundancy process.
Cocks Lloyd Legal is a diverse, multi-lingual law firm. Our solicitors use best-in-class technology to provide clients with streamlined, modern, and highly effective employment law advice and representation. Our years of experience in employment law mean we have a solid reputation for excellence with the UK’s best Barristers and King’s Counsel, Accountants, and Counsellors who can bring additional support to our employment law department if required. Our clients also benefit from our ability to instruct the country’s most respected expert witnesses.
Common Questions About Redundancy
What are the main steps involved in redundancy?
Following the recommended ACAS process, the steps involved in redundancy are as follows:
- Verify redundancy is appropriate: Redundancy applies when part or all of the organisation is closing, there is a change in the type and number of roles needed, or there is a relocation. Redundancy should not be used for handling disciplinary matters.
- Check if collective consultation is needed: Collective consultation is required if more than 20 employees are at risk of redundancy.
- Develop a redundancy plan: This should outline the options considered, the number of potential redundancies, communication plans, consultation methods, timescales, fair selection criteria, redundancy pay and notice handling, and appeal management.
- Provide guidance and training: For staff who will manage the redundancy process.
- Inform your employees: Notify all affected employees, not just those at risk of redundancy.
- Conduct redundancy consultations: Handle consultations correctly to avoid claims of unfair dismissal. This may include collective consultation with trade unions or employee representatives.
- Make the final selection of employees for redundancy.
- Calculate any redundancy pay owed.
- Issue redundancy notice: Including details of the appeals process.
- Offer alternative employment where possible.
Why might an employee bring a claim of discrimination during redundancy?
Businesses making staff redundant must ensure they do not discriminate against employees based on:
- Age
- Disability
- Gender
- Marriage or civil partnership status
- Pregnancy or maternity leave
- Race
- Religion or belief
- Sex
- Sexual orientation
- Family-related leave
- Trade union membership
- Part-time or fixed-term status
- Pay and working hours
- Whistleblowing
Discrimination can be direct or indirect. The best way to protect yourself from a discrimination claim following redundancies is to contact us at the beginning of the process so we can advise you on a clear and compliant strategy.
What support can we provide to those affected by redundancy?
Facing redundancy can be very challenging for those affected, including those who remain. Employers should consider offering a support package that includes counselling, assistance with finding new employment, paid time off for interviews or training, help with CV preparation, and providing a list of useful resources.
Why Choose Us?
One key to business success is having a motivated and productive team committed to achieving the company’s growth objectives. Our Solicitors are businesspeople themselves and understand that every decision must encompass commercial reality. We receive most of our instructions through word-of-mouth recommendations because employers in Nuneaton and Warwickshire trust our knowledge and dedication to protect their best interests.
We are focused on results and achieving them swiftly and cost-effectively. Our Employment Law Solicitors will handle your legal concerns so you can concentrate on your organisation’s future.
Cocks Lloyd Solicitors provides exceptional Redundancy For Employers and Employment Law services to clients. People choose and recommend us not just in Nuneaton, Tamworth, Atherstone, Hinckley and Leicester, but across Warwickshire, Staffordshire, Leicestershire and the West Midlands, and the whole of the UK, because we get results.
To receive expert advice and representation regarding Redundancy For Employers and Employment Law, please contact us using the form below, call us on (0247) 6641642, email via the Request a Callback form on this contact page.