Redundancy Solicitors
If you have been placed at risk of redundancy or have recently been made redundant, it is important to understand your legal rights. Redundancy is a form of dismissal, and while it can be lawful, the process must be genuine and conducted fairly. At Sunrise Solicitors, our redundancy solicitors provide clear, practical advice to ensure you are treated properly and receive everything you are entitled to. Get free initial advice or book an appointment with Sunrise Solicitors to receive expert redundancy legal advice tailored to your situation.
What Are My Rights If I Am Made Redundant?
A redundancy situation arises when your employer needs to reduce the workforce. This may be due to:
- The closure of the business
- The closure of a specific workplace or site
- Reduced need for employees to perform certain work
If you are being made redundant, you may be entitled to:
- A consultation with your employer
- A notice period
- Statutory redundancy pay (if eligible)
- The offer of suitable alternative employment
- Paid time off to find new work (in some cases)
You must not be selected unfairly. If you believe the decision was based on age, pregnancy, disability, race, gender, or trade union activity, it may amount to unfair dismissal or discrimination.
Should I Get Redundancy Legal Advice?
Yes. Redundancy situations can be legally complex. Seeking advice early ensures your rights are protected, especially if:
- You believe your selection was unfair or discriminatory
- You have been asked to sign a settlement agreement
- Your employer has not followed the correct consultation or notice procedures
- You suspect the redundancy is being used as a cover for dismissal
Our redundancy solicitor can help you challenge improper selection, negotiate improved redundancy terms, or pursue claims for unfair dismissal where appropriate.
What Is an Example of Unfair Redundancy?
Your redundancy may be considered unfair if:
- You were selected because of a protected characteristic (such as pregnancy or age)
- The employer failed to apply consistent or objective selection criteria
- There was no consultation or meaningful discussion of alternatives
- Your job still exists but was given to someone else
The specialist team of redundancy lawyers at Sunrise Solicitors will carefully assess your circumstances to determine whether a legal claim may be possible.
How Much Notice of Redundancy Am I Entitled To?
Your statutory notice period depends on how long you have been employed:
- At least one week if employed between 1 month and 2 years
- One week per full year of service from 2 to 12 years
- A maximum of 12 weeks’ notice if you have 12 or more years of service
Your employment contract may provide longer notice. Your employer may also offer payment in lieu of notice if they do not require you to work your notice period.
Does There Have to Be a Consultation Period?
Yes. Your employer must consult with you before making you redundant. For individual redundancies, this is typically a personal meeting or series of discussions. If 20 or more employees are being made redundant within a 90-day period, your employer must carry out a collective consultation.
Consultation should include:
- The reasons for redundancy
- The selection process
- Possible alternatives
- The timeline and next steps
If your employer fails to consult with you properly, you may be able to bring a claim to the Employment Tribunal.
How Much Redundancy Pay Should I Receive?
You may be entitled to statutory redundancy pay if you have been continuously employed for at least 2 years. The amount is based on your age, length of service (up to 20 years), and weekly pay:
- Half a week’s pay for each full year under age 22
- One week’s pay for each full year aged 22 to 40
- One and a half week’s pay for each full year aged 41 or older
From 6 April 2025, the weekly pay cap is £719, and the maximum statutory redundancy pay is £21,570. Any contractual redundancy pay above this amount must be set out in your employment contract or employer’s policy.
You can calculate your estimated entitlement using the GOV.UK redundancy calculator.
Suitable Alternative Employment
Your employer should offer you suitable alternative employment if available. This includes roles with similar terms, duties, and pay. You are entitled to a 4-week trial period in any new role, and refusal may affect your redundancy pay only if the role is considered suitable and the refusal unreasonable.
Why Choose Sunrise Solicitors?
At Sunrise Solicitors, we have extensive experience advising employees on redundancy rights and disputes. We provide strategic, honest legal support to help you:
- Understand your entitlement to pay and notice
- Assess the fairness of your selection and consultation
- Negotiate settlement terms or enhanced packages
- Challenge redundancy through grievance procedures or tribunal claims
- Explore claims for unfair dismissal or discrimination
We may offer our services on a No Win No Fee basis where appropriate, and our team of solicitors for redundancy is committed to achieving a resolution that protects your financial position and reputation.
