At TV Edwards, our experienced employment solicitors provide practical, commercially focused redundancy advice for employers, helping their businesses as they manage restructures and workforce changes.
Redundancy processes are usually complex and highly sensitive. Employers must follow fair procedures and comply with employment law obligations to minimise the risk of disputes and unfair dismissal claims.
We are trusted business employment solicitors in London and the wider UK, advising businesses of all sizes and across a wide range of industry sectors on every stage of the redundancy process.
Whether you require strategic planning, consultation support or ongoing redundancy guidance as an employer, our team is here to help you.
Need Redundancy Advice? Contact Us Today
Early legal advice can help you and your business manage your redundancies efficiently while reducing any legal and commercial risks.
Our solicitors can help you:
- Conduct fair redundancy selection processes
- Manage consultation procedures correctly
- Handle employee negotiations and disputes
- Reduce the risk of any employment tribunal claims
Speak to our team today for clear and practical redundancy help for employers.
Redundancy Advice for Employers
We provide strategic redundancy advice for employers who are across a wide range of industries and business sectors.
Redundancy situations often involve difficult commercial decisions and come with significant legal obligations. Our role as solicitors is to help employers as they navigate this process efficiently while protecting their business interests.
We regularly advise clients on restructuring the workforce, individual and collective redundancies, consultation requirements, settlement agreements and managing employee disputes and claims.
Our advice will always be tailored to your specific business objectives and your operational requirements.
Fair Redundancy Selection Processes
Employers must use fair and objective criteria when they select employees for redundancy. Any failure to follow the lawful processes can increase the risk of unfair dismissal claims and other workplace disputes.
We provide practical redundancy guidance for employers on:
- Creating the appropriate selection pools
- Applying objective selection criteria
- Conducting individual consultation meetings
- Managing redundancy appeals and grievances
- Documenting decisions correctly
It is essential to carefully manage the procedures in order to reduce legal risk and any potential harm to your reputation.
Collective Redundancies (20+ Employees)
If your business proposes to make 20 or more of its employees redundant within a 90-day period, additional collective consultation obligations will apply.
Employers may need to consult with trade unions or employee representatives, notify the relevant government authority, follow strict consultation timelines and provide the appropriate employee information.
Collective redundancy exercises can be particularly complex, and so obtaining early redundancy advice is always recommended. Our solicitors will guide your business through the entire process while making sure you comply with the legal obligations.
Alternatives to Redundancy
Before they proceed with redundancies, employers should consider whether reasonable alternatives are available. These could be:
- Voluntary redundancy schemes
- Early retirement options
- Redeployment opportunities
- Recruitment freezes
- Alternative working arrangements
Failing to consider reasonable alternatives could increase the risk of legal claims from the affected employees.
Redundancy Pay and Settlement Agreements
Employees who have at least two years of continuous service are generally entitled to statutory redundancy pay. This is calculated based on age, length of service and weekly pay (this is subject to statutory limits).
Many employers also choose to offer enhanced redundancy packages alongside the settlement agreements. These agreements can help businesses:
- Achieve certainty and reduce any future claims
- Manage their employee exits in an efficient manner
- Protect confidential business information
- Reduce any tribunal risk
Our solicitors can draft and negotiate agreements that will protect the interests of your business.
Related Employment Services
How Our Solicitors Can Help
Our employment solicitors provide practical support throughout the entire redundancy process. We are able to:
- Advise on redundancy planning and strategy
- Support you during consultation procedures
- Review the selection criteria and documentation
- Draft settlement agreements
- Assist with negotiations and disputes
- Defend any employment tribunal claims where necessary
Our focus will always be on helping your business to achieve commercially effective and legally compliant outcomes.
Why Choose TV Edwards?
- Highly ranked in legal directories – Legal 500 and Chambers UK
- Immediate emergency support – call us on 0203 440 8000
- Specialist representation – police station advisers, solicitors, and higher court advocates
- Hardworking problem-solvers – we fearlessly challenge evidence, protecting your interests
- Honest and down-to-earth – we explain your options compassionately and in plain English
Contact Our Solicitors Today
Redundancy FAQs for Employers
Why is redundancy advice for employers important?
Redundancy processes involve strict legal obligations and procedural requirements. With early legal advice, employers will reduce the risk of unfair dismissal claims and ensure that they remain compliant with employment law.
What redundancy guidance for employers do you provide?
We advise clients on the consultation procedures, redundancy selection criteria, settlement agreements, collective redundancies and risk management when it comes to tribunals. Our advice is always specific to the business in question.
What redundancy help for employers is available during collective redundancies?
We can guide employers through collective consultation obligations, employee communications and the legal compliance requirements. This helps businesses manage the complex redundancy exercises more effectively.
Can settlement agreements be used during redundancies?
Yes, settlement agreements are commonly used during redundancy processes to help achieve certainty and reduce the chance of future legal claims. They can also support enhanced redundancy packages and negotiated exits.
