Being Made Redundant?

If you have been notified that your employment is being terminated by reason of redundancy, you should be sure that the correct procedures have been fairly applied; if they have not been, you may be able to present a claim for unfair dismissal, for which the maximum compensatory award is £65,300.  Claims based on discrimination are unlimited in value. 

Our specialist employment team can assist you with the following:

• Identifying that there is a genuine redundancy situation and that you have been properly selected for redundancy;
• Advising and guiding you on whether the redundancy process is fair:

  Has there been adequate consultation?
  Have alternatives to redundancy been considered?
  Has been a search for alternative employment?

• Advising you on contractual or statutory redundancy payments that are due to you.
• Advising you whether you have a claim for unfair dismissal or discrimination and guiding you through the Employment Tribunal process.

Been offered a Compromise Agreement?

A Compromise Agreement is intended to be a legally binding document between employer and employee, the purpose of which is to bring the employees employment to an end with the agreement that the employee will not bring any employment related claim against the employer.   In most cases, the employee will receive a specified sum of money, which is sometimes paid free of tax, in return for the amicable termination of their employment and an agreement not to pursue any employment claim against their employer in the Employment Tribunal or other Court.

It is important to note that upon correct execution, the terms of a Compromise Agreement become irrevocable and binding and that after signing you will not be able to present a claim against your employer.

It is important that you receive advice from a specialist before considering signing a Compromise Agreement. If you have a claim for unfair dismissal or discrimination as a result of a redundancy situation, the sum of compensation being offered in a Compromise Agreement should adequately compensate you for the potential value of your claims. This may involve some negotiation on the terms of the Agreement, which could mean correspondence with your employer or their legal representatives. Our employment law team here at Chebsey & Co receive regular instructions from employees on Compromise Agreements, and are experienced in negotiating terms to ensure that employee’s interests are protected.

Should you wish to discuss any redundancy law matter further, we offer a FREE No Obligation initial telephone consultation.

Please contact Laura Poole in the first instance on 01494 670440 or at lcp@chebsey.com.