Redundancy Legal Advice for Employers in Coventry

Redundancies can present a significant challenge to your company. Letting employees go whilst managing your business’s financial constraints and team morale can be extremely difficult to balance. Enlisting the best legal advice is essential to make the redundancy process as smooth and straightforward as possible.

At Band Hatton Button, we appreciate the disruption that redundancies can cause and have extensive experience helping employers navigate these challenging circumstances. Our experience in employment law for both employees and employers positions us perfectly to find a solution for all parties.

We can provide bespoke redundancy advice for employers on various issues, including drafting and negotiating terms, providing support and representation in redundancy disputes, and providing counsel throughout the process to ensure that the interests of your business are protected.

Our constructive approach to employment matters means we will always aim to find an amicable solution using our skills in alternative dispute resolution methods such as mediation. However, we are expert litigators and will provide strong representation if court proceedings are required.

Our redundancy solicitor for employers in Coventry can assist with:

• Legal advice and compliance
• Support with the redundancy process
• Settlement agreements and exit packages
• Defending against redundancy-related claims

Contact our Redundancy Solicitor for Employers in Coventry today

For bespoke advice on redundancies, please get in touch with our employment law solicitors in Coventry. You can call us on 024 7663 2121 or email us at info@bandhattonbutton.com.

Our employment law solicitors for employers can provide bespoke legal guidance on a range of issues, should you require it.

Our Redundancy for Employers Solicitors’ charges

Due to their complexity, our redundancy for employers solicitors’ services are typically charged at an hourly rate.

To find out more about our charges, please click here. For information on employment tribunal pricing, please click here.

How our redundancy legal advice solicitor for employers can help you

Legal advice and compliance

Ensuring a legally compliant redundancy process is crucial for avoiding disputes and protecting your business.

Our solicitors provide clear, practical advice tailored to your specific situation, from understanding redundancy criteria to following fair procedures.

We will help you comply with UK employment law, mitigating the risk of claims while maintaining a professional and ethical approach to workforce changes.

Support with the redundancy process

Managing redundancies can be a complex and sensitive task. It is essential to have a clear and accessible process so your employees know where they stand at all times.

We can assist you with structuring a fair and transparent redundancy process, from planning consultations to selecting objective criteria.

We will help you handle communications with your employees in a way that protects you from legal risks and maintains the reputation of your organisation.

Settlement agreements & exit packages

A well-drafted settlement agreement can provide a clean break for both the employer and employee, adhering to the former employee’s wishes whilst reducing the risk of future claims against your business.

We can review and negotiate the terms of your settlement agreements to ensure they align with your business needs and protect your interests in the future. Our expert settlement agreement solicitors for employers handle matters such as restrictive covenants and confidentiality, ensuring your agreements are robust and legally sound.

Defending against redundancy-related claims

If an employee disputes their redundancy, our team can help you build a strong legal defence. We regularly represent employers facing unfair dismissal or discrimination claims, ensuring your decisions are fully supported by fair procedures and sound business reasoning.

Whether through early resolution or tribunal representation, we work strategically to protect your position. Our team can also provide expert support in Employment Tribunals and in negotiation, to secure the most favourable terms for your company.

Frequently asked questions about redundancy for employers

What is redundancy, and when is it legally justified?

Redundancy occurs when an employer needs to reduce its workforce due to business closure, workplace relocation, or reduced demand for certain roles. Under UK redundancy law, a redundancy is legally justified when the role itself is no longer needed rather than for performance-related reasons.

Employers must follow the rules on redundancy carefully to ensure the process is fair and compliant. Seeking expert redundancy legal advice on redundancy early on can help avoid disputes and protect your business, which is where the team at Band Hatton Button can help.

What is the process of making an employee redundant?

The UK redundancy process must be handled carefully to ensure compliance with redundancy employment law and to minimise legal risks. In order to ensure that a redundancy process is fair and legally compliant, employers must follow a structured approach:

1. Establish a Genuine Redundancy Situation – Redundancies should arise due to business closure, workplace relocation, or reduced need for certain roles. The employer must ensure redundancy is the correct reason rather than performance-related dismissal.
2. Identify Affected Roles – Employers should determine which job roles are at risk and whether the redundancy is individual or part of a wider business restructuring.
3. Consultation with Employees – Employers must conduct meaningful consultation with affected employees, depending on the size of the business and the number of employees affected.
4. Selection Criteria and Fair Process – If redundancies involve multiple employees, employers must use objective selection criteria.
5. Consider Alternatives – Employers must explore options such as redeployment within the organisation, reduced hours, or voluntary redundancy before finalising redundancies.
6. Issue Redundancy Notices – Once the process is complete, employees must receive formal confirmation of redundancy.
7. Provide Redundancy Pay and Support – Employees with at least two years’ continuous service are entitled to statutory redundancy pay, calculated based on their age, length of service, and weekly earnings.

Seeking redundancy advice for employers from a redundancy solicitor for businesses can help ensure the process is handled legally and fairly, reducing the risk of claims.

What are the key legal risks employers face when making redundancies?

Employers must be aware of several legal risks when making redundancies. Failing to follow the correct rules on redundancy can present several key risks, including:

• Unfair Dismissal Claims – Employees may challenge the redundancy as an unfair dismissal if an employer does not follow a fair redundancy process, including meaningful consultation and objective selection criteria.
• Discrimination Risks – Redundancy selection criteria must not be discriminatory. Employers should avoid basing redundancies on age, gender, pregnancy, disability, or other protected characteristics under the Equality Act 2010.
• Failure to Consult Properly – Employers must conduct proper consultation before confirming redundancies. In cases of 20+ redundancies, failure to meet the required minimum consultation period can result in protective awards of up to 90 days’ gross pay per affected employee.
• Incorrect Redundancy Pay Calculations – Employees with at least two years’ service are entitled to statutory redundancy pay based on age, service length, and weekly earnings. Miscalculating or failing to pay redundancy entitlements can lead to tribunal claims.
• Breach of Employment Contract – Some employees may have enhanced redundancy rights outlined in their contract. Employers must review contractual terms to ensure compliance with UK redundancy law.
• Failure to Consider Alternative Employment – Employers must legally consider redeployment within the organisation before confirming redundancies. Not offering suitable alternative roles where available can lead to legal challenges.

We strongly recommend that employers seek redundancy advice from a specialist redundancy solicitor to protect their businesses and avoid costly legal disputes.

Do I need a redundancy policy in place before making redundancies?

Whilst this is not a legal requirement, a written redundancy policy sets out how your business will handle redundancies, ensuring consistency and transparency. It should outline selection criteria, consultation procedures, and redundancy pay entitlements. Our redundancy solicitors for businesses can assist in drafting or reviewing your policy to align with UK redundancy law.

What redundancy pay are employees entitled to?

The redundancy pay employees are entitled to depends largely on the length of their employment. Employees who have been continuously employed for at least two years may be entitled to statutory redundancy pay, calculated based on their age, length of service, and weekly pay.

Some employers offer enhanced redundancy packages as part of their redundancy policy or settlement agreements. At Band Hatton Button, our redundancy lawyer in Coventry can provide redundancy legal advice to ensure you meet your financial obligations while protecting your business interests.

What is the minimum consultation period for redundancies?

Under UK redundancy law, employers must consult with employees before making them redundant. For fewer than 20 redundancies, there is no set consultation period, but the process must still be meaningful. For 20 or more redundancies within a 90-day period, a minimum consultation period applies:

• 20-99 redundancies – at least 30 days
• 100+ redundancies – at least 45 days

If you fail to follow proper consultation procedures, this can result in legal claims. Seeking redundancy advice from an experienced redundancy solicitor for employers can help you navigate these obligations and avoid costly disputes.

How can Band Hatton Button's Redundancy Solicitor in Coventry help my business?

At Band Hatton Button, our specialist redundancy solicitor for employers in Coventry provide expert legal guidance to ensure redundancy processes are handled fairly, lawfully, and efficiently. With extensive experience advising businesses across various industries, we help employers minimise legal risks and maintain positive workplace relations.

Our focus on pragmatic and non-confrontational solutions means you can trust us to manage redundancy matters smoothly, reducing the likelihood of disputes and protecting your business’s reputation.

Whether you need assistance with consultation requirements, redundancy selection criteria, or settlement agreements, our employment solicitors will ensure compliance with employment law while safeguarding your organisation’s interests.

Contact our Redundancy Solicitor for Employers in Coventry today

For bespoke advice on redundancies, please get in touch with our employment law solicitor in Coventry. You can call us on 024 7663 2121 or email us at info@bandhattonbutton.com.