At Hodge Jones & Allen Solicitors, we understand that if you are facing redundancy, it can be a stressful, uncertain time. It is important to know your rights and entitlements to fair treatment and financial compensation. Our employment experts offer sound advice and welcome support, guiding you through the redundancy process.
You may be placed at risk of redundancy in circumstances where, for example, the company for whom you work is closing. If you have been placed at risk your employer has obligations to consult with you and to try and take steps to avoid making you redundant as well as being required. Request a call back during office hours.
It is always best for you to get legal help as soon as you have been placed at risk of redundancy so that we can assess whether there is a genuine redundancy situation and whether your employer has followed the correct procedure.
Our compassionate solicitors can inform you of your rights and fight on your behalf.
Our lawyers can discuss the various funding options available to you. For example, we can offer fixed fee meetings to discuss your current circumstances and we also offer competitive hourly rates. We will ensure that you are provided with clear information on costs throughout.
If you have been selected unfairly for redundancy then we may be able to assist you in making a claim and claiming loss of earnings and compensation for injury to your feelings. We can also help to negotiate a favourable settlement agreement for your exit.
With many years of experience of steering clients through difficult redundancy negotiations, we are skilled at challenging employers who fail to follow the correct procedures. If you feel you are being treated unfairly, we are here to help.
We bring the same highly personalised approach to all cases from the straightforward to the complex. Our lawyers have in-depth experience of collective redundancies, and those arising through business transfers, mergers or outsourcing.
If your redundancy leads to a claim for unfair dismissal; we are committed to representing your interests all the way. We have a proud record of successfully negotiating Employment Tribunals on behalf our clients. We can also advise on settlement agreements to finalise severance deals.
We supported them through the internal process and advised of the options available, including challenging the process internally. We assisted her throughout the negotiations and secured an exit package which enabled her to leave with a resolution with which she was delighted, despite the difficulties associated with losing her job during her maternity leave.
He was offered redundancy after the implementation of a TUPE transfer. We advised a client who had been placed through a TUPE consultation related to a transfer of his employment. He had been informed that he had been placed at risk and that there were measures to be made which would foresee changes to his terms and conditions of his employment. With our assistance, we were able to steer him through the internal process which resulted in those measures not being implemented. The relationship broke down further.
No, an employer can’t select an employee for redundancy on the basis of pregnancy or maternity leave.
Your employer may have an enhanced redundancy scheme and it is therefore important to check this. However in the absence of such a scheme, statutory redundancy pay exists which is calculated on the basis of how long you have worked for your employer, your age and your weekly pay.
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Our offices are open from Monday to Friday from 9 am to 6 pm.
|Phone:||0808 231 6369|
|Fax:||020 7388 2106|
|Address:||Hodge Jones & Allen Solicitors 180 North Gower Street London NW1 2NB|