Being made redundant – or even just being placed at risk of redundancy – can be hugely stressful, especially if the news has come as a surprise to you.
It’s important to remember that redundancy is often a last option. For employers, making staff redundant is an uncomfortable process. It creates huge uncertainly and low morale, often fueled by common misconceptions about employee rights and the processes involve.
For example, have you heard the ‘last in, first out’ rumour? Or that you can be forced to retire at 65? In fact, both are myths and your employer is responsible for ensuring that redundancy procedures are conducted in a clear and fair manner.
What is the redundancy procedure?
If your role is at risk of redundancy, you’ll be notified by your employer in advance. You may be offered voluntary redundancy or the opportunity to job share. You could also be deployed elsewhere in the business.
Remember, if you have at least two years’ continuous employment at the point you’re made redundant, you’re legally entitled to a statutory redundancy payment.
What is a settlement agreement?
If you’re made redundant, you could be offered a settlement agreement (previously called a compromise agreement). This will finalise your severance package.
It’s essential that any agreement is checked by a specialist redundancy solicitor, as signing a settlement agreement means giving up your right to bring to an employment-related claim against your employer.
We’ll review the package you’ve been offered, highlight any issues and look at whether you’re likely to find a similar role soon. If we think we can negotiate a better redundancy package for you and your circumstances, we’ll talk to you about the next steps.
How we can help
If you’d like to speak to our redundancy specialists, or for advice and information from our employment law solicitors in Bristol and South Gloucestershire, call us on 0117 325 2929.
Alternatively complete our online enquiry form and a member of our team will get back to you.