Minimise Unfair Dismissal Claims With Avensure’s Redundancy Support for Employers

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 suit. If you have any questions about redundancy for employers and the exact redundancy procedures, please contact our team on 0800 151 2935.

How Our Redundancy Support Service Can Help Your Business Save Thousands in Legal Fees

Before you commit to any redundancy, legal advice should be sought. Contact Avensure for advice on how to consult with your employees and ensure a fair process is followed. With our redundancy help for employers, you’ll know how to decide who will take redundancy, whether you need to make a statutory redundancy payment or an enhanced redundancy payment, and any other steps you need to take.

On top of that, when you follow Avensure’s HR Protect redundancy advice for employers, you are covered by our insurance plan. That means as long as you follow the redundancy advice for business that we give you, you are not liable if someone brings an unfair dismissal suit against you. Even if someone wins a case against you, Avensure’s insurance plan will completely cover the compensatory fees.

How Redundancy Procedures Employers Work

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 redundancy guidelines for employers and need help, call us today or send a message on our contact form.

Redundancy Payments to Employees

In addition to procedures, payment is one of the primary redundancy obligations of employers, and you need to ensure payment is made to your employees. Avensure’s redundancy advice for employers is there to make sure you follow the correct process of redundancy pay. This includes giving at least two weeks notice and paying redundancy payments on the date of dismissal. Finally, you need to know whether your employees are due an enhanced redundancy payment.

Even if there is no provision for enhanced payment in an employee’s contract, it may be implied by custom and practice at your company. In short, if you pay enhanced redundancy to some employees, you need to pay it to all redundant employees. To help make sense of all this, call us at Avensure for redundancy support. For employers, a period of redundancies is already a challenging time. Rather than trying to decipher the complex legislation surrounding it, simply call our team for personalised, simple, easy to understand steps to make sure you comply with the law.

Considering Pay Cuts, Lay-Offs & Part-Time Working Instead of Making Redundancies

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:

Pay reductions

Putting employees on shorter hours

Asking for volunteers on redundancy

Offering early retirement

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, call the experts at Avensure on 0800 151 2935; we are available 24 hours a day.

Making 20+ Employees Redundant at the Same Time

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.

If You Are Experiencing Fallout from an Unfair Dismissal Case Call Our Redundancy Helpline for Employers Today!

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 contact the Avensure team today on 0800 151 2935 and find out about our consultation process.

Our Team Includes Specialist Redundancy Solicitors for Employers Offer the Best Possible Tribunal Representation

Should the worst-case scenario happen and you end up in a tribunal for unfair dismissal, Avensure’s redundancy lawyers for employers are there to represent you in court. Our tribunal representation team have been providing expert law advice for over 10 years, and always represent our clients and their companies best interests during a tribunal. If you are facing a tribunal situation we offer a superb redundancy representation for employers service which will give you total peace of mind. Call our redundancy helpline for employers today on 0800 151 2935 to find out more.

Call for a Free Consultation Today & Receive the Best Redundancy Advice for Businesses in the UK

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.

Redundancy Law for Employers FAQs

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:

  • How people are chosen for redundancy
  • How long the decision takes
  • What meetings you will have
  • How employees can object the decision

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.

Our Clients

53%

Small Sized Businesses
0 – 50 Employees

29%

Medium Sized Businesses
50 – 100 Employees

18%

Large Sized Businesses
100+ Employees

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Avensure Ltd
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