Our Redundancy Advice Service

Early legal advice from one of our employment lawyers could mean that redundancy can be avoided, its effects minimised, and appropriate compensation paid.

We understand how difficult it can be to be made redundant; however, our experienced redundancy solicitors will help you ensure a fair redundancy process is followed, and that you receive  a fair redundancy payment.

The law surrounding redundancy and redundancy payments is complex and, in some circumstances (and with the correct strategic advice), can give rise to high-value compensation or claims.

In addition, where 20 or more redundancies are made, employers have further obligations in relation to the information they must provide and the consultation they must carry out. Failure to do so can result in significant additional compensation for affected employees.

Our employment lawyers have particular expertise in advising and representing groups of employees where employers (including insolvent employers) fail to take the correct approach.

Contact Our Employment Solicitors

Our Redundancy Experience

Recent examples of our employment law experts' work in this area include:

  • Advising over 600 employees in relation to their settlement agreements in a large-scale voluntary redundancy exercise.
  • Advising a highly paid employee on the redundancy process their employer should have followed and representing the employee at the Employment Tribunal in relation to their claim of unfair dismissal.
  • Advising on enhanced redundancy terms that employees of a major employer are contractually entitled to beyond statutory redundancy pay.
  • Advising on claims for unfair redundancy where employees have lost their employment because a contract has moved to a new supplier, and TUPE is alleged to have applied.
  • Advising employees on group action against a large employer in respect of claims for a protective award of up to 90 days' gross pay per employee, where the collective consultation obligations were not followed.

Contact Our Redundancy Solicitors

Why Work With Our Employment Team?

Our specialist team of employment solicitors is described in the independent Legal 500 directory as “excellent” and is highly recommended by clients and legal professionals in the Legal 500. Therefore, you can be reassured that you will deal with some of the best employment solicitors in the country.

In particular, our employment lawyers offer:

  • City centre standards of employment law advice and service levels due to our policy of recruiting only the best specialist employment solicitors.
  • Clear and straightforward UK employment law advice that is user-friendly, pragmatic, and commercial.
  • Extensive experience in advising various employees including senior executives, directors and partners with complex employment contracts and service agreements.
  • A credible team of employment law solicitors that are used to dealing with and providing legal representation against large employers and law firms on behalf of our clients.
  • A partner-led service and a genuinely accessible team of experienced employment law solicitors due to our size, structure, and unique culture.
  • Cost-effective support tailored to your unique employment issues and certainty on costs where you need it.

Contact Our Employment Experts


Redundancy Frequently Asked Questions

What is a redundancy situation?

A genuine redundancy situation only occurs when:

  • A company closes
  • A place of work closes (such as an office)
  • There is no longer a need for the job you are doing

If your employer is seeking to make you redundant for any other reason, then this may not be a genuine redundancy matter, and you could have a claim for unfair dismissal.

I have been told that I am being made redundant – what are my rights?

Where there is genuine redundancy, the employer should look to discuss the situation with you and consider ways to avoid you being made redundant. You may also be entitled to an alternative job or time off to look for a new job.

If you have been selected for redundancy over other people then it's important that your employer has selected you fairly, using objective criteria relevant to your role. Your employer should not select you for redundancy based on your age, sex, disability or whether you are pregnant or on maternity leave, for example.

If, after a thorough consultation, you are made redundant then you may be entitled to statutory redundancy pay. You should also be entitled to redundancy notice, which is either working your notice period or being paid in lieu of this. If your employer has failed to follow a proper process or has selected, you for redundancy unfairly then you may be entitled to bring a claim against them. 

You can see our costs here.

What is statutory redundancy pay and does an employer have to pay redundancy?

Statutory redundancy pay  is the legal minimum redundancy pay that you are entitled to if you have been employed by the employer for two years or more. Employers are required to pay this to eligible employees when their job is made redundant. The amount of statutory redundancy payment is based on a calculation of weekly pay (capped at the government limit), age and length of service (capped at 20 years).

The Government website has a redundancy pay calculator that can help you calculate your statutory redundancy pay. 

Some employers also offer enhanced redundancy packages above the statutory minimum.

However, there are exceptions and specific circumstances where contractual redundancy pay may not be required, such as if an employer offers suitable alternative employment within the organisation.

It's important for both employers and employees to be aware of their rights and obligations regarding redundancy payments under UK law or under contractual arrangements.

If the employer decides to ignore the legal redundancy process, it may result in a case at the employment tribunal. Your dedicated redundancy solicitor at Myerson can help ensure the correct procedures are followed, and redundancy payment is made.

Meet Our Employment Solicitors

Home-grown or recruited from national, regional or City firms. Our employment lawyers are experts in their fields and respected by their peers.

Joanne Evans

Joanne Evans

Jo is a Partner and Head of our Employment Team

Joanne Henderson

Joanne Henderson

Jo is a Partner in both our Employment and Compliance Teams

Charlotte Gilbert

Charlotte Gilbert

Charlotte is the Head of Myerson HR and a Partner in our Employment Team

Jack Latham

Jack Latham

Jack is a Senior Associate in our Employment Team

Vicki Fagan

Vicki Fagan

Vicki is an Associate in our Employment Team

Amy Salim

Amy Salim

Amy is a Solicitor in our Employment Team

Anjali Brown

Anjali Brown

Anjali is a Solicitor in our Employment Team

Kurt Reilly

Kurt Reilly

Kurt is a Solicitor in our Employment Team

Oliver Hinds

Oliver Hinds

Oliver is a Trainee Solicitor in the Employment Team.

Meghan O'Rourke

Meghan O'Rourke

Meghan is a Senior Legal PA in our Employment Team

Contact Myerson Solicitors

Complete the form below, or alternatively, you can call Myerson Solicitors on:

0161 941 4000