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Redundancies

For a free, no obligation conversation with a solicitor contact us.

It is crucial to take specialist advice at an early stage when contemplating redundancies or a re-organisation. 

We have advised on the design and implementation of many successful restructuring programmes.  It means ensuring that the commercial aims of the business are achieved whilst carefully observing the myriad legal rights afforded to employees, including unfair dismissal protection, discrimination law, maternity rights and collective consultation obligations.

Our team has years of experience in advising businesses on how best to proceed when the potential need to reduce headcount has been identified.  From a single redundancy to large scale site closures affecting hundreds of employees, we have steered clients through the legal, practical and human issues which arise.  Our assistance helps you proceed fairly and in way which minimises the risk of a dispute.

For employees we know that being made redundant – or simply being at risk of redundancy – can be a very difficult time.  We are proud of the many satisfied clients we have guided through the process so that they can achieve their preferred outcome.  For some it will be knowing how best to challenge and avoid their prospective redundancy and for others it will be about leaving on the best terms.

Many employee clients come to us during the course of their redundancy because they have been offered a settlement agreement as part of an enhanced redundancy package.  We are specialists at advising on and negotiating such exit terms.  Since we act for both employers and employees we know well the legal, commercial and tactical considerations which are often in play on both sides of the table.  You can find more information about the advice we provide on settlement agreements here.

Recent Work

  • Advising on a large-scale redundancy affecting more than 200 individuals at one site.
  • Advising on the relocation of a client site resulting in the potential redundancy of more than 100 employees.
  • Advising a software provider on the restructure of its sales and marketing team.
  • Guiding a large employer on the potential reorganisation of its procurement division.
  • Representing a senior executive in relation to his proposed redundancy package, his potential claims and the negotiation of a better severance payment.
  • Representing an employee in an unfair redundancy dismissal claim arising from the employer’s failure to consider suitable alternative employment.
For a free, no obligation conversation with a solicitor contact us.

020 7234 0200

020 7234 0200

contact@waterfront.law