Redundancy Solicitors
Made redundant? Find out if it was genuine — and whether you've been paid correctly.
Redundancy must be genuine, fairly selected, properly consulted, and correctly paid. If your employer failed any part of that process, you may have a claim at employment tribunal. A specialist solicitor can assess your position for free — no commitment required.
Your Redundancy Rights
Four tests your employer must pass before redundancy is lawful.
Employers use the word "redundancy" loosely. A solicitor will check whether your dismissal passes each of these tests — and identify where the process broke down.
Was the redundancy genuine?
Redundancy only applies in three situations: the business closes, your workplace closes, or there is a reduced need for employees doing your type of work. If the role is re-advertised shortly after, or filled by someone doing essentially the same job, the redundancy may be a sham.
Was the selection fair?
Your employer must define a fair selection pool and apply objective criteria — such as skills, performance and attendance records. Choosing you because you are older, pregnant, a union representative, or have raised a grievance is automatically unfair redundancy with no qualifying period.
Was there meaningful consultation?
Individual consultation must happen before a decision is made — not just to announce it. If 20 or more redundancies are proposed, collective consultation with representatives must start at least 30 days before (45 days for 100 or more). Skipping this step makes the dismissal procedurally unfair.
Were you offered suitable alternative employment?
If a suitable alternative role existed in the business, your employer was legally required to offer it to you before making you redundant. Failing to do so can make the dismissal unfair — even where the underlying redundancy was genuine.
Were you paid correctly?
Statutory redundancy pay is calculated by age and length of service — up to a weekly cap of £643. Many employers also offer enhanced pay. If you were underpaid, misled about your entitlement, or pressured to waive your rights, a solicitor can recover what you are owed.
Was your notice period honoured?
You are entitled to your contractual or statutory notice period — whichever is longer. Notice pay and redundancy pay are separate entitlements. Garden leave, pay in lieu of notice (PILON), and accrued holiday pay must all be accounted for correctly.