HR advice from Kim Hayton, HR Director at FDR Law Q: What is the impact of mental health illness in the workplace A: Depression, stress and anxiety are the largest causes for UK sickness absence with 15.8 million work days lost in 2016*, and the...
If you’re facing redundancy at work, it can be a stressful and unsettling time.
Are you entitled to redundancy pay? Is your redundancy fair? How much notice have your employers given you? Most employers handle the process properly and support their employees through this difficult time. However, if your employer is making redundancies and you believe you might not have been fairly treated, our specialist employment lawyers can answer your questions and help you take action.
It’s important to act quickly as you only have three months from the end of your employment to claim for unfair dismissal.
Our redundancy solicitors have in-depth experience of dealing with redundancy cases and will provide all the help and advice you need to ensure the best possible outcome. We’ll explain your rights under redundancy law in a way that’s clear and easy to understand. With our help, you’ll quickly understand what you’re entitled to and how to achieve the best outcome for your future.
If your complaint cannot be resolved directly with your employer then it may be necessary to take your case to an employment tribunal. If this is the best course of action, we will support you through the process, helping you to understand your rights and entitlements at every stage.
As part of the redundancy process, you may be asked to sign a Settlement Agreement (previously known as a Compromise Agreement). This is a legally binding document which means in return for an amount of money, you agree to waive any claim you may have. We can help you assess whether this is the right course of action for you and whether your claim could potentially be worth more. At every step, we use plain English, not legal jargon, so if you sign, you know exactly what you’re agreeing to.
Contact us today on 01925 231000 to speak to a qualified employment lawyer.