Employment law support on
redundancy process and procedures
A redundancy situation occurs when:
• the employer has ceased, or intends to cease, to carry on the business for the purposes of which the employee was employed by him, or
• the employer has ceased, or intends to cease, to carry on that business in the place where the employee was so employed, or
• the requirements of that business for employees to carry out work of a particular kind have ceased or diminished or are expected to cease or diminish, or
• the requirements of that business for employees to carry out work of a particular kind in the place where the employee was employed have ceased or diminished or are expected to cease or diminish.
Employers must follow certain procedures regarding selection and consultation with employees, where they are planning redundancies. If more than 20 redundancies are planned, the consultation process must commence at least 30 days before the first dismissal (20-99 proposed redundancies) or at least 90 days before the first dismissal (100 or more proposed redundancies). In addition, employers must notify the Secretary of State for Trade and Industry by letter or form HR1 where there are 20 or more proposed redundancies.
Employees are entitled to receive a statutory redundancy payment when they have worked for the same employer for two years or more. The amount they are entitled to depends on age and length of service.
At Q&A Law we understand how to handle the complexities of the reduduancy process and with our comprehensive services you'll find the answers to your questions along with a law guide, a step-by-step process guide, letter templates and policy documents to enable you to deal with all your redundancy issues. This is supported by your own solicitor available on the telephone or by email. We are so confident that we will be able to help your business, that you can call us today for your free introductory advice session on 0845 686 8480.
We can help answer questions such as:
What is a redundancy?
How long will the process take?
What is a fair selection procedure?
What will the consultation meetings cover?
When are collective consultations required?
Is there a trial period for an employee starting an alternative position?
Can an employee leave before the end of their notice period?
Can I dismiss an employee on maternity leave?
When can we recruit a new person to a post we have made redundant?
Does the information need to be in writing?
What is an employee representative?
How many elected representatives are required?
How does the election process work?
Who is entitled to be an employee representative?
Who are affected employees?
Who should collect the nomination form?
Do the employees have to have an elected representative?
What information should be given to the elected representative(s)?
When do I need to notify BERR?
Who qualifies for a Statutory Redundancy Payment?
Can an employee be paid to look for other work?
Call Iain or one of his team of solicitors today to discuss how we could help you.
01707 444 450 or email us here
