Redundancy Support for Businesses
For businesses with even the most experienced HR teams, there is a fair chance you will not have conducted a redundancy/collective redundancy in the last decade (perhaps since the last recession in 2008/2009) and there has been much case law developed since then.
In 2015, directors of Citylink were prosecuted for a failure to notify the Secretary of State of collective redundancies. The same happened to directors of Sports Direct a year later. In short, there are many technical areas that businesses can easily trip up on. We want to help you avoid this.
Increased risk of claims in today’s environment
One of the main aims of a redundancy is to reduce costs, but executing the process inevitably brings the risk of greater costs and unhelpful distractions in the form of future claims. This is all occurring in an environment where fees are no longer payable by claimants, so beginning an employment tribunal claim is reasonably easy, but getting another job in the near future is likely to be hard – we therefore anticipate the risk of claims to increase.
How we can help
Through our experience of working with employers and understanding their needs, we have worked with an insurer to develop an innovative offering that helps businesses through redundancy programmes with fixed legal costs and the backing of insurance cover for any future claims that could arise.
This means that, as a business, you have the opportunity to fix your costs for our legal advice to support your process, plus the ability to cap your exposure through insurance. This should provide you with complete financial peace of mind that the whole redundancy process can be concluded for a fixed, known cost.
Contact our employment law team for more advice.