If an employer decides that redundancies are necessary, an employer must usually follow a careful procedure. This will include consultation with the employees.
There are also statutory minimum periods of consultation when large scale redundancies are envisaged by the employer.
Some staff will be entitled to statutory redundancy payments in this situation on redundancy, and the employer is required to explain how such a payment is calculated. If a proper procedure is not followed or if there is no genuine redundancy situation, dismissed employees may be able to make a claim to the Employment Tribunal.
We are experienced in advising employees throughout a redundancy procedure, and advising in relation to Employment Tribunal litigation where employees believe they have been unfairly treated.