Veitch Penny Solicitors

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Categories: Employment Matters for Employees

Are you worried that you are going to be made redundant?


Have you been made redundant?

This is a distressing time for all employees; however there are certain legal steps your employer is required to carry out. You should be treated fairly and you may also be entitled to a redundancy payment, a notice period, the option to move into a different job or reasonable time off to find a new job.

Reasons for redundancy can include:

  • The business is closing or is moving away
  • The need to cut costs means job losses
  • The job no longer exists
  • New systems implemented have made your job unnecessary

Are you satisfied that the redundancy is fair?

Redundancy is potentially a fair reason for dismissal depending on the business circumstances. However should you lose your job and your employer employs someone to fill it that is NOT a redundancy.

Reasons for redundancy should be clearly explained to you. Your employers are obliged to have an appeals procedure in place should you feel that you have been unfairly selected for redundancy.

You can’t be selected on the basis of age, gender, or if you’re disabled or pregnant. If you are, this could be classed as an unfair dismissal.

Your employer should have a fair selection method, which can include:

  • asking for volunteers (self-selection)
  • disciplinary records
  • staff appraisal markings, skills, qualifications and experience
  • Standard of work performance
  • Successes at work – or lack of them
  • Length of service

Redundancy Payments

You may be entitled to a redundancy payment if you have been employed and have worked for your current employer for 2 years or more, but some exclusions do apply.

The statutory entitlement:

  • half a week’s pay for each full year you were under 22
  • 1 week’s pay for each full year you were 22 or older, but under 41
  • 1 and half week’s pay for each full year you were 41 or older

Alternative employment

Employers must make efforts to find suitable alternative employment where it exists. If available, it should be offered during the consultation progress.

  • a reduction in overtime
  • changes to shift patterns, including transferring day workers to nights & vice versa


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If you are concerned or unhappy about how your redundancy has been handled or feel you have been unfairly selected, contact us for a FREE chat.

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