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What is redundancy?
Redundancy arises when an employee is dismissed in circumstances where:-
| 1. |
The employer intends to cease the business in which the employee worked altogether or at the location in question or, |
| 2. |
The employer requires fewer employees to carry out work in the business – or at a particular site where the business is located. |
Who can claim redundancy?
An individual may claim entitlement following redundancy if:-
| (a) |
They are an “employee” – see separate note. |
| (b) |
They have two years continuous employment with the same employer. |
| (c) |
They do not fall into certain limited categories of excluded employees – this includes for example share fishermen. |
| (d) |
They are dismissed by reason of redundancy – see above. |
| (e) |
The claim is presented within the time limit broadly six months of dismissal but this point requires care. |
Redundancy payment
Compensation for redundancy is defined by statute. It is extremely modest and calculated by reference to a formula. Sometimes the basic entitlements are enhanced by the individual’s contract of employment.
The calculation is A x B x C where:-
| A |
equals number of complete years service to a maximum of 20. |
| B |
equals one week’s gross pay subject to a maximum ceiling revised annually (£330 per week as at April 2008). |
| C |
equals a multiple based on age: |
Each year of service up to age 21 equals 0.5
Each year of service whilst aged 22 to 40 equals 1.0
Each year of service aged 41 to 65 equals 1.5
Redundant or unfairly dismissed?
Redundancy may mean that a dismissal is “fair”. An employer must satisfy the tribunal that there was a genuine redundancy situation and that he acted reasonably. In order to justify this an employer must:-
| 1. |
Warn and consult employees and their representatives. |
| 2. |
Identify who should be within the “pool” of individuals to select to be made redundant – all of those doing the redundant work. |
| 3. |
To adopt an objective set of criteria to determine who to select for redundancy. |
| 4. |
To attempt to locate alternative employment within the organisation. |
Dealing with redundancy is a dispiriting and difficult area. Employers can easily make mistakes and it is wise to take advice before acting.
Lawson Lewis can provide specialist employment advice to employers and employees in relation to issues of redundancy and unfair dismissal.
We are able to offer specialist advice.
Call 01323 720142 now for a consultation with a specialist Solicitor or a Lawyer at Lawson Lewis & Co.
Please Contact:
Lawson Lewis & Co Solicitors Eastbourne, East Sussex
Lawson Lewis & Co Solicitors are regulated by the Solicitors’ Regulation Authority.
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