Making someone redundant can be challenging. There are processes to follow and things you should do to ensure that any decision you make does not come back to bite you or your business. We appreciate that dealing with redundancies can take you away from running the business so with our help we can minimise the time spent on dealing with redundancies and make sure you are dealing with the things you need to.
We can offer sound business advice on the process to take, the effect that any restructure may have on the business and your staff and help you to manage the situation.
We can advise you on the process, timeframe, your obligations and how to deal with the redundancy smoothly.
If things go wrong, we can advise you on the tribunal process when faced with an unfair dismissal or discriminatory redundancy claim.
Give us a call on 023 8064 4822 or email us for free to discuss the needs of your business. We can talk this through with you and agree the way forward.
An employment tribunal has awarded compensation to a claimant, Emma Holt who worked at Bannatyne Fitness for almost 10 years after she was made redundant following a disagreement regarding childcare arrangements.
The case of Usdaw & Wilson v Woolworths and others known as the Woolworths case has been in the news over the last year and you may be wondering what’s the big deal? This is not the only case to raise the question of the meaning of “establishment” when considering collective redundancies but why is the meaning so important?
We bring news of the increase to the limit on a week’s pay from £464 to £475 and the limit on compensation for unfair dismissal from £76,574 to £78,335 which will take affect in April. This is the second year running that the increase applies from April, instead of the previous increases in February each year.
Have a question or need some help? Call us today on 023 8064 4822
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