Redundancy can be a daunting prospect. If you have been dismissed or think that you might be dismissed for redundancy we can advise you on your rights and whether the dismissal is fair.
We can calculate your statutory entitlements to make sure you are getting everything you should be getting or we can advise you on the redundancy package offered to see if it is reasonable in your circumstances. We can negotiate on your behalf to minimise any distress this may cause you.
Employers should follow a fair process in relation to your redundancy no matter how big or small they are. We can advise you on the process that should be or should have been followed so that you can decide whether you wish to take things further.
We understand that you may be concerned about getting another job. We can advise you on any restrictions in your contract so that you can decide on your next career move.
If you are facing redundancy or have been dismissed give us a call on 023 8064 4822 oremail us for a free initial chat.
The Court of Appeal handed down its judgment on 10 December 2015 in the case of Griffiths v The Secretary of State for the Department of Work and Pensions  EWCA Civ 1265 answering the question: is it a reasonable adjustment for employers to adjust triggers in absence management policies in favour of disabled employees?
In the case of Monmouthshire County Council v Harris, the Employment Appeal Tribunal has held that the Tribunal failed to consider whether the employer could have reasonably been expected to wait longer before dismissing the employee. The Tribunal was also entitled to take into account its finding that the Claimant’s sick leave may have been avoided had the employer not failed to make reasonable adjustments (despite her reasonable adjustments claim being out of time).
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?
Have a question or need some help? Call us today on 023 8064 4822
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