Employment

Redundancies

Redundancies

At Franklins Solicitors, our expert Employment Law team provides practical and tailored advice for employees facing redundancy. We help you understand your rights, review redundancy processes and ensure you receive fair treatment and compensation during this challenging time.

At Franklins Solicitors, our expert Employment Law team provides practical and tailored advice for employees facing redundancy. We help you understand your rights, review redundancy processes and ensure you receive fair treatment and compensation during this challenging time.

Law For Life

Supporting Employees Through Redundancy

Redundancy can be challenging and stressful. Franklins Solicitors’ accredited Employment Law team offers practical and strategic guidance, backed by Lexcel and ISO 9001 accreditations and consistently strong client feedback. We provide clear advice on redundancy rights, pay and consultation processes, supporting clients remotely or in person to help achieve the best possible outcome.

lAW foR lIFE

Redundancy Rights

Redundancy occurs when your role is no longer required due to business closure, restructuring, or operational changes. Employees are entitled to fair treatment, consultation and redundancy pay where applicable.

  • Employees may be entitled to statutory redundancy pay depending on age, length of service and weekly pay.
  • Employers must follow a fair selection process for redundancy, avoiding discrimination.
  • Consultation with employees is legally required for collective redundancies.
  • Employees have the right to alternative roles within the business if available.
  • Employers must provide notice periods and adhere to contractual obligations.
Law For life

Challenging Unfair Redundancy

Your redundancy may be unfair if:

  • Selection criteria were discriminatory or biased.
  • Proper consultation was not carried out.
  • Alternative employment opportunities were not considered.
  • The redundancy was a cover for dismissing you for another reason, such as pregnancy, trade union activity, or whistleblowing.

Our team can review your redundancy process, help negotiate improved redundancy packages and represent you in discussions or Employment Tribunal claims if necessary.

Speak to our Employment Team

If you need advice about your rights at work or support with a dispute, we are ready to help.

Contact
Sara Marshall
Associate Partner
Georgia Harris
Solicitor
Charlotte Dixon
Paralegal
Employment

Why Choose Franklins Solicitors for
Redundancy Claims?

Redundancy Expertise

Extensive experience guiding employees through redundancy processes, ensuring statutory rights are protected and fair outcomes achieved.

Practical, Personalised Support

Clear, actionable advice tailored to your role, length of service and career goals to help you navigate
redundancy confidently.

Negotiation & Settlement Guidance

We assist in negotiating enhanced redundancy packages and securing the best possible financial outcomes.

Early Intervention & Dispute Resolution

Proactive support to address procedural errors, discriminatory selection, or consultation failures before they escalate.

Trusted Reputation

Accredited by Lexcel and ISO 9001, reflecting our commitment to excellence in employment law services.

Employment

Redundancies FAQs

What are the steps in a dismissal process for employers?2026-01-09T12:35:19+00:00

The dismissal process typically involves:

  • Investigating the issue (e.g., gathering evidence)
  • Providing the employee with the opportunity to respond
  • Conducting a disciplinary hearing
  • Offering the employee a chance to appeal
    Failure to follow a fair process can result in a claim for unfair dismissal.
What is the appeal process for a dismissal?2026-01-09T12:35:54+00:00

Employers should provide employees with the opportunity to appeal their dismissal. The appeal should be heard by someone not involved in the initial decision, and the employee should be given the chance to present their case. This process helps ensure fairness and reduce the risk of an unfair dismissal claim.

Can I dismiss an employee on sick leave?2026-01-09T12:36:29+00:00

Dismissing an employee on sick leave can be tricky and may result in claims of discrimination or unfair dismissal. Employers must ensure that the dismissal is for a fair reason, such as long-term absence affecting business operations and must follow a fair process, including consideration of reasonable adjustments or alternative roles.

Am I entitled to redundancy pay?2025-09-04T11:41:41+01:00

You are entitled to statutory redundancy pay if you have been continuously employed for at least two years and are dismissed due to redundancy. The amount is calculated based on your age, length of service and weekly pay, up to statutory limits. Employers may also offer enhanced redundancy packages, which we can help you negotiate.

What notice period must my employer provide?2025-09-04T11:42:04+01:00

The minimum statutory notice depends on your length of service:

Less than 2 years: 1 week’s notice

2 to 12 years: 1 week per year of service

12 years or more: 12 weeks’ notice
Employers may include contractual notice periods that are longer than the statutory minimum.

Experienced Solicitors Providing Expert Legal Advice

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