Redundancy is a common and potentially fair reason for dismissal. Employers sometimes label a dismissal as being by reason of redundancy, but in fact in law it is not, and this can be an unfair dismissal. Our employment lawyers can help you through this stressful time.

A genuine redundancy dismissal ought to involve full and transparent consultation and a fair procedure. If you are put on notice that you are to be consulted about a possible redundancy or if you have been dismissed by reason of redundancy, then we can provide advice about this process and as to whether your dismissal has been fair, and whether you have received your appropriate entitlements.

If you have been employed for two or more continuous years, you are entitled to a statutory redundancy payment, calculated by reference to age and years’ service. You may have a contractual right to an enhanced redundancy payment, depending upon your terms and conditions of employment. You will also be entitled to payment for your notice, if this is not worked out.

Special provisions apply where redundancies have involved twenty or more, or one hundred or more individuals, in which case minimum periods of consultation also apply. Breach of these special collective consultation obligations gives rise to entitlement to additional compensation.

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