HR Articles

As we move into the second half of the year, and with the Labour Government announcing many financial changes which are likely to significantly impact the workforce, many businesses are feeling the pinch and are exploring their options in a bid to save costs.

Redundancy can be a scary and overwhelming time both for employees being made redundant, and for those that have to make the decision. It is important for both parties to know their rights and obligations in this time.

In today’s uncertain economic environment, it is rare to see a week go by without a major employer announcing redundancies, be they as a result of a restructuring, a contracting business or a merger or acquisition. This is inevitably a worrying time for any employee who fears they may be at risk of redundancy.

Redundancy law in the UK can be tricky to get right. With that in mind, here are our top tips for employers who are considering making redundancies.

It is a type of dismissal, and the statutory definition encompasses three types of situations: business closure, workplace closure, and reduction of workforce.

In today’s financial market, redundancies are unfortunately becoming a reality for many businesses and employees.

Redundancy should be the last option that an employer reaches for when restructuring their business.

Settlement negotiations are generally subject to the 'without prejudice' rule. This means that evidence of genuine attempts to settle an existing dispute cannot be disclosed in tribunal or court proceedings.

When is senior executive is offered a ‘without prejudice’ severance package through a settlement agreement the primary focus of both parties is usually on the money. What is a reasonable (or sufficiently attractive) sum to pay to the executive in order to quickly resolve whatever destabilising situation has arisen?  

Recently, many employers have been considering restructuring their business, particularly in light of the global pandemic and various ways of working. We explore the considerations when undertaking a fair redundancy process.