Are you looking for specialist redundancy advice for employers? Making people redundant at your business is something that should only be done with extensive consideration. If you are in this situation, you probably have enough to worry about with the near-closure of your business or drastic reduction in workflow that means it isn’t viable to keep the same number of employees. However, before you take any action, get in touch with us at Avensure for professional redundancy advice for business owners. Here at Avensure, we know our way around redundancy law and fully understand how the redundancy process works. For employers, the company redundancy advice we offer can be the difference between smooth and amicable redundancies and a costly lawsuit. Make an urgent appointment with our redundancy advice line for employers today here.
In a small or medium-sized enterprise, you likely have enough to manage without worrying about the intricate details of redundancy law for employers. Avensure’s outsourced HR solutions mean you don’t need to learn employment law yourself. You can simply turn to our redundancy lawyers for employers, and they can help you make sure that you have acted reasonably and followed a fair process dismissing your employees. Failing to do so can leave you open to an unfair dismissal claim that is likely to succeed, especially if your employees have been with you for more than two years, and this leaves you liable to pay up to one year’s salary for your employee. With redundancy support for employers from Avensure, you receive expert advice, and you know precisely what steps to follow to ensure you do not end up facing an unfair dismissal claim. If you have any questions about redundancy for employers and the exact redundancy procedures, please contact our team on here.
Making staff redundant is not as simple as just letting people go; employers must follow certain processes and there are specific redundancy regulations for employers which must be followed. The most important thing is that redundancy is a result of an employer needing to reduce the workforce. Redundancy lawyers for employers will stress that a job must have disappeared for redundancy to be legal – you cannot simply replace staff by calling it redundancy, or you will find yourself in a tribunal for unfair dismissal. If you are unsure if the redundancy is legal, advice from Avensure’s HR experts will quickly clarify the situation. You also need to show the process you used in selecting those employees to be made redundant. Our redundancy support for employers will help you prove that you did not base your selection on religion, gender, age or any other criteria that could be seen as discriminatory. If you are struggling with the multitude of guidelines, one of our experts can quickly provide redundancy advice for employers if you arrange a call back via our contact form.
Just because your company is facing challenging times does not mean you need to make employees redundant. Steps like restricting recruitment and reducing overtime opportunities, along with not renewing contracts of agency workers, are essential in showing that redundancy is necessary. If you need to know the steps to take, call Avensure for redundancy advice for employers, and we’ll guide you through the best practices.
Many employers want to limit the redundancies they have to make, both for legal reasons and because they care about their staff. Actions taken can include:
Putting employees on shorter hours
Make sure you consult redundancy lawyers for employers before taking any steps. Not all contracts permit a reduction of hours, and asking employees to consider pay reductions or early retirement can be seen as an unfair selection process if you end up making those same employees redundant. With Avensure beside you, you can be confident you are following redundancy law for employers and that your well-intentioned gestures will not see you in a tribunal for unfair dismissal. If you find the many redundancy rules for employers frustrating to understand and put into context, arrange a call with the experts at Avensure by clicking here; we are available 24 hours a day.
Making 20 or more employees redundant within a 90 day period is known as a collective redundancy. In these situations, it is vital that you act on the redundancy advice for employers that Avensure can provide, as collective redundancies require you to take additional steps such as notifying the Redundancy Payments Service and consulting with trade union representatives.
It is always best to consult redundancy lawyers for employers before you make any employees redundant, but if you do find yourself involved in an unfair dismissal case then you can still call Avensure for help. Our specialist solicitors are here to offer redundancy support for employers who are currently involved in cases as well as to businesses who are just starting to consider redundancies. If you want the best possible business redundancy support available please don’t hesitate to arrange a callback with the Avensure team today on by clicking here to find out about our free consultation process.
As the age-old question goes, “do employers have to pay redundancy?” Yes, employers are obliged to pay a statutory redundancy payment if an employee has been working for the company for more than two years. This is calculated based on the length of time they have worked, their age, and more. In addition, you may be required to pay an enhanced redundancy package. Get in touch with Avensure for redundancy support for employers and we’ll be happy to run over the specifics with you.
You do not need to have a specific policy in place, but you do need to follow a clear process if you start to make redundancies. You will need to make sure the following are clear to everyone:
If you need help putting together a process, get in touch with Avensure. As experts in redundancy law for employers, we can help you set up a clear and simple process.
In most cases, no. In order for someone to be made redundant, you must show that there is no longer a need for the role to exist. There are exceptions where someone may be made redundant by someone else moving into their role from another department that is downsizing, but this needs to be carefully managed. Before you commit to any redundancy, legal advice should be sought, especially if the job will still exist in some capacity.
To take advantage of Avensure’s redundancy advice for business, get in touch with us right away. Along with the redundancy support for employers that we offer, Avensure’s HR Protect is a unique employment law advice service. You receive a complete one-on-one solution from our employment law consultants which enables you to have the same HR Advisor, Legal Advisor and Documentation Advisor, so even if you ultimately do not make anyone redundant you know that you are always acting within the requirements of the law.