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Dealing with potential redundancy can be an emotional and stressful time and we are here to provide you with help and advice through all stages of the process.


Our team is made up of experts in employment law who are used to dealing with claims covering issues around redundancy.


We can offer you advice from when you are initially put at risk of redundancy, to you being selected for redundancy and challenging the decision in an Employment Tribunal.

Working towards your outcome

The focus is always on getting you the best outcome and we will work closely with you to ensure we are able to meet your needs on the claim.

“What a fantastic service I received from Sally Vasey, I was struggling and feeling very anxious after a tough time and losing my job at the start of the pandemic. Sally was calm and clear and helped me every step of the way. I really can’t thank her enough for all her hard work and securing me a great outcome.”

Understanding redundancy

Employers are entitled to make employees redundant, but there must be a genuine situation where redundancy is required.

This must be either:

  • Closure of the business
  • Closure of a particular site
  • Reduced need for employees to do work of a particular kind

If none of the above have occurred, you could challenge your dismissal as being unfair.

Your employer should only select you for redundancy if you are affected by a genuine redundancy situation. When there are still some roles available, your employer should apply suitable selection criteria to decide which employees will be selected for redundancy.

Selection criteria that discriminate on grounds of sex, race, age, disability, religion or belief, sexual orientation, fixed or part time status, marriage or civil partnership, or pregnancy should not be used and if they are and you are impacted you should seek advice immediately.

Depending on the number of employees affected, your employer will need to consult for a certain period of time and may have to consult collectively as well as individually. It is important that you are allowed to challenge any decisions relating to the situation and put forward any ideas you may have to save your job. Your employer should also consider any suitable alternative vacancies that may be available.

If the decision is made to make you redundant you should refer to your contract for your entitlements. As a minimum, you are entitled to notice pay (at least one week for each years of service unless more is provided in your contract), wages up to the termination date, and any accrued untaken holiday pay. If you have at least 2 years’ service, you are also entitled to redundancy pay which is calculated based on your age, length of service and weekly pay.

Get in touch

We work with a number of leading insurance providers to offer their customers access to our expert legal advice and support on a wide range of issues. Check your policy details for more information or contact us below.