Redundancy and leaving employment

Doyle Clayton, the employment solicitors act for employers involved in redundancy and reorganisation situations

Redundancy and reorganisation situations have become more prevalent over recent years and can be particularly difficult for all those involved. The redundancy process can be a legal minefield and it is important that employers follow the correct dismissal procedures to minimise the disruption to their business, protect their reputation and remove the risk of claims for unfair dismissal and ensure that employees are aware of their rights and entitlements.

Our employment lawyers have extensive experience advising employers on redundancy situations and employees faced with being made redundant. We are particularly experienced at managing multiple redundancy scenarios and managing redundancy issues within the context of reorganisations and TUPE transfers.

We can advise clients on:

  • Whether there is a redundancy situation
  • Effective strategies for making redundancies
  • Formulating selection matrixes
  • Collective consultation
  • Electing employee representatives
  • When to notify the DTI
  • Redundancy payments and bonuses
  • Settlement agreements

Some examples of our work:

  • Advising a national client on a large scale redundancy programme across the UK – including Scotland
  • Advising a client in relation to negotiations with its staff council on various issues during a series of collective redundancy exercises. 
  • Advising on setting up and running employee consultation forums including drafting terms of reference for employee representative forums.
  • Consulting with Trade Unions around wage changes, reduction in employee numbers, redundancy practices and site closures;
  • Advising an employer on more than 100 redundancies following the acquisition of a business and business integration.

Contact us

To speak to us about your redundancy situation email or phone one of our offices.

Redundancy Calculator

To calculate your statutory redundancy entitlement, please enter your details below.
Please round all figure to the nearest pound.

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Statutory redundancy entitlement

Notes On Use:
  • To be eligible to receive statutory redundancy pay you must have been with your current employer for at least 2 years after the school leaving age of 16. Any years worked before this age should be ignored.
  • Only full years of service are taken into account up to a maximum of 20 years.
  • £450 is the current maximum weekly pay (before tax) when calculating statutory redundancy entitlement.