You might be made redundant if the whole business closes down, your workplace closes down, or your employer decides to reduce the workforce that does your particular type of work.
If you have two or more years of continuous service since the age of 18, here’s what you are entitled to, by law:
- Up to age 21: Half a week’s pay per full year of continuous employment
- Age 22 to 40: One week’s pay per full year of continuous employment
- Age 41 and over: One-and-a-half weeks’ pay per full year of continuous employment
£450 is the current limit of basic weekly pay that can be claimed (updated yearly), up to a maximum of 20 years.
You will lose your right to a statutory redundancy payment if:
- Your employer offers you your old job or a suitable alternative, and you unreasonably refuse
- You are dismissed for gross misconduct during the redundancy notice period
- You resign before the end of the redundancy notice period
If your employer fails to pay your statutory redundancy, you have six months less one day to bring a claim.
Check your employment contract to see whether you are entitled to receive an enhanced redundancy payment. If the contract says it’s ‘discretionary’, you will usually only receive the enhanced payment in very specific circumstances.
If your employer fails to pay your contractual redundancy, you have three months less one day to bring a claim to the tribunal.
If your contractual redundancy entitlement totals more than £25,000, it has to be brought before the County Court in England, Wales or Northern Ireland (within six years), or the Sheriff Court or Court Sessions in Scotland (within five years).
If your employer is making 20 or more employees redundant
Your employer should consult with any independent trade union that’s recognised for collective bargaining, or with elected representatives.
- Where 20-99 employees face redundancy, the consultation must last at least 30 days
- Where 100 or more employees face redundancy, the consultation must last at least 45 days
Your employer should provide the union with appropriate information, and approach the consultation with a view to reaching an agreement. If the employer fails to do so, the union can apply for a ‘protective award’ of up to 90 days’ pay for each employee affected.
The time limit is 3 months from the date the dismissals take effect.
Been made Redundant?
If you’ve been made redundant, contact us FREE to discuss your chances of winning your claim and the compensation you might receive.
If you have not yet been dismissed, ask us about the severance package we could negotiate on your behalf.
We have already helped thousands of people to win millions of pounds in compensation.
Need help?
For a FREE assessment of your claim, call 0808 168 7288 or fill in the contact form on the top right of this page.
We have already helped thousands of people to win millions of pounds in compensation.
You have a choice of ways to pay, including ‘no win, no fee’.
We will also discuss the best methods of funding your case and seek to reach a solution that best suits your needs. This can involve a “no-win, no-fee” agreement if appropriate.