Redundancy Solicitors

Are you at risk of redundancy? Have you been selected for redundancy? Or have you been made redundant and are questioning how you were treated? Our redundancy solicitors can advise and represent you, ensuring your employer treats you fairly.

Get expert redundancy advice for employees

Our team can offer clear, expert guidance on redundancy rights, secure the best available redundancy package and help you take action if you believe you have been treated unfairly.

At WSP Solicitors, we have extensive experience providing legal advice for redundancy to employees. By giving the right advice when you need it, we can significantly increase your chances of getting the best available outcome for any redundancy situation.

It is normal to be worried, confused and even angry when at risk of redundancy or being made redundant. We offer plain English advice and pragmatic support so you understand what to expect and what steps you can take to protect your rights and ensure you receive a fair deal.

Effective redundancy advice for all situations

Our redundancy lawyers can advise on matters including:

• Statutory redundancy entitlements
• Enhanced redundancy packages
• Eligibility for voluntary redundancy
• Redundancy settlement agreements
• Advice on your rights during redundancy
• Challenging an unfair redundancy process

Consult our redundancy solicitors in Gloucestershire

For expert redundancy legal advice, please contact your local WSP Solicitors office in Gloucester or Stroud.

If you have a quick question or would like to request a call back, you can also use our simple online enquiry form.

How we can assist with redundancy advice for employees

Statutory redundancy entitlements

Our employment lawyers for employees can advise you on your statutory redundancy entitlements, including in relation to redundancy pay. You can then approach the redundancy process open eyed with a clear understanding of what you are entitled to receive.

Enhanced redundancy packages

If you are contractually entitled to an enhanced redundancy package, we can advise on this. We can also assist with redundancy negotiations if you believe you should receive an enhanced redundancy package or are unhappy with how this has been calculated.

Eligibility for voluntary redundancy

Where you wish to take voluntary redundancy, we can advise on your eligibility. This includes in scenarios where you may feel you are entitled to voluntary redundancy but your employer disagrees e.g. if your employer is relocating and you feel it is not reasonable to expect you to work from the new location.

Redundancy settlement agreements

If your employer has offered you a settlement agreement as part of the redundancy process, a redundancy lawyer from our team can provide an independent review of the agreement for you. Your employer will normally cover the cost of this independent legal advice.

Advice on your rights during redundancy

If you are at risk of redundancy, we can explain your rights, including if you believe those rights may have been breached. You will then know what to expect and whether you may have grounds for a legal challenge.

Challenging an unfair redundancy process

Where you believe your employer has treated you unfairly in relation to redundancy proceedings, we can help. Our experts can review your situation and let you know if we believe you have been treated unfairly. Where appropriate, we can negotiate with your employer to find a positive resolution, support you through early conciliation processes and represent you during an employment tribunal.

Redundancy explained

How does redundancy work?

When making redundancies, there is a strict process that employers must follow. They must inform employees who are at risk of redundancy, follow a fair process in selecting employees for redundancy and pay any statutory redundancy pay owed.

For employers, the first stage in the redundancy process will be when the employer announces that they are planning to make redundancies. They will need to inform all employees about this, as well as letting those employees who are at risk of redundancy know that this is the case.

The employer will then need to hold consultations with employees where they will cover issues such as why redundancies are required and the selection criteria they will be using. Where the plan is to make 20 or more employees redundant, then they will need to follow a collective consultation process.

The employer is then required to hold a fair selection process for who to make redundant. The criteria used to select employees for redundancy must be objective, legal and not simply based on factors such as personal opinions or how long someone has been with the business.

When the employer has chosen the employees to make redundant, they must be informed and they are entitled to know the reasons for their selection. If they are eligible, they will also be entitled to any redundancy pay owed.

Depending on the circumstances, employees being made redundant may be entitled to a notice period (or pay in lieu of notice), as well as time off to find a new job.

When are you entitled to redundancy pay?

If you are an employee and have been employed by your current employer for at least 2 years, then you would normally be entitled to statutory redundancy pay.

How is redundancy calculated?

Redundancy pay is calculated based on how long you have been with your employer and what ages you were during your employment.

As of July 2024, the calculation used is:

• Half a week’s pay for each full year of employment in which you were under 22 years old
• A week’s pay for each full year of employment in which you were between the ages of 22 and 40
• One and a half week’s pay for each full year of employment where you were over the age of 41

The week’s pay figure used will be the average weekly pay you received in the 12 weeks before you were given your redundancy notice. The award is calculated on up to 20 years of service – if you have worked for your employer for longer than 20 years, you are not entitled to any additional redundancy pay for those additional years.

How long does the redundancy process take?

There is no set minimum or maximum time for a redundancy process. In general, the process can take up to a couple of months but many redundancies are made much quicker than this.

When should I receive my redundancy payment?

Redundancy pay should be paid on the date your employment ends or a specified date shortly afterwards.

Why choose WSP Solicitors for redundancy legal advice?

Extensive experience with a wide range of redundancy scenarios

Our redundancy lawyers have worked with many different clients over the years in a variety of redundancy scenarios. As a result, we can offer seasoned expertise for whatever situation you may be facing.

Close personal service

We will be by your side when you need us, helping you to navigate the redundancy process. We know what an emotionally fraught time this can be, so offer friendly, sensitive support every step of the way.

Clear pricing with no hidden costs

The cost of legal advice for redundancy is, of course, an important consideration. We offer complete transparency with our pricing, so you will receive a realistic estimate of costs up front, including all applicable charges. In some cases, we can assist on a fixed fee basis giving you certainty over costs at the outset.

Contact our redundancy solicitors in Gloucestershire

For expert redundancy legal advice, please contact your local WSP Solicitors office in Gloucester or Stroud.

If you have a quick question or would like to request a call back, you can also use our simple online enquiry form.