Post Covid-19 lockdown redundancies

Due to the Covid-19 pandemic, businesses in most sectors have felt the impact of the economic disruption. Unfortunately, this has resulted, and will result, in many people losing their jobs through redundancies.

Whilst redundancy may feel like an unfortunate and unavoidable part of the pandemic, it does not mean that an individual’s legal rights have been affected. An employer must have a fair reason for making an employee redundant. An employer must also follow the correct procedures when assessing candidates at risk of redundancy.

Kevills Solicitors’ team of employment law specialists understand the need for expert advice, whether you are an individual facing redundancy or a business needing employment law advice in relation to your workforce.

Employees

Whilst redundancy may be a fair reason for dismissal in law, that does not mean that any previous issues that an employee has had with an employer should be left unresolved. An employee usually waives their right to make certain claims in the Employment Tribunal when they sign a Settlement Agreement.  An employee therefore should be fully advised of their rights to bring such claims before waiving the right to bring it.

Kevills Solicitors has a team of specialist employment lawyers who are able to fully advise on any issues relating to an employee’s redundancy, including whether or not an employer is lawfully making an employee redundant. Our solicitors understand the personal hardships faced when facing redundancy and pride themselves on their thorough but sympathetic advice to their clients. 

If your employer is threatening to make you redundant, you should have confidence in the advice that you are receiving from solicitors who are experts in their field.

Employers

We understand through experience with our clients that making redundancies can be an extremely difficult decision to take. When looking to make staff redundant, the last thing that an employer needs is for there to be issues with the employee after they have left the business. An employer should ensure that there is no cause of action available to an employee in a Court or Tribunal after an employee has left the business.

Even if an employer has a fair reason for making an employee redundant, they can still be liable to pay compensation if they do not follow the correct procedures when making an employee redundant. It is for this reason that business require specialist employment law advice when considering making redundancies to avoid any issues in the short term as well as in the long term.

If you require legal advice before signing a Settlement Agreement, or require legal advice in relation to making redundancies in your workplace, then please do not hesitate to contact one of our employment solicitors on 01257 265711 and they will be able to assist you.

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