Redundancy can be a stressful experience at the best of times, but it becomes far more difficult when you suspect the process has not been handled fairly. Disputes between employers and departing staff are common, and one of the main areas of disagreement is whether the dismissal itself was lawful. This article explains what unfair redundancy looks like in 2026, how to spot it, and what steps you may want to take.
If you are worried that your employer has not followed the correct process, you can check the position using our free Redundancy Rights Checker.
When a Redundancy May Be Unfair
A redundancy is generally considered unfair in two broad situations. The first is where the employer has failed to follow the proper procedure. The second is where redundancy is being used as a cover for some other reason for getting rid of you.
Both can give grounds for a claim, but they tend to be argued in different ways at an employment tribunal. Knowing which category your situation falls into can help you decide how to respond.
Failure to Follow Proper Redundancy Procedure
UK employment law sets out a fairly clear framework for how redundancies should be carried out. If an employer ignores those rules, the dismissal may be found unfair on procedural grounds alone, regardless of whether the redundancy itself was genuine.
Some of the steps an employer is expected to take include:
- Warning affected staff that redundancies are being considered.
- Consulting individually with each employee at risk.
- Using fair and objective selection criteria, such as skills, experience, attendance and disciplinary record.
- Considering suitable alternative employment within the business where possible.
- Allowing employees to be accompanied at meetings where appropriate.
Where 20 or more redundancies are proposed at one establishment within a 90 day period, collective consultation rules apply. In most cases this means consulting with recognised trade unions or elected employee representatives, and notifying the Secretary of State. Failure to do this can make the dismissals automatically unfair, and may also lead to a protective award being made by a tribunal.
Smaller scale redundancies still require a fair individual process. Skipping consultation, applying vague or biased selection criteria, or simply announcing dismissals without warning would all raise serious concerns.
Describe what happened and find out whether you might have a case for unfair dismissal. Get clear guidance on your options and time limits.
Try our Unfair Dismissal Checker free, here on this site →Redundancy Used as a Pretext
The other type of unfair dismissal arises when redundancy is not the real reason for letting someone go. On paper the employer claims the role is no longer needed, but the actual motive lies elsewhere. Common hidden reasons include:
- Discrimination based on age, sex, race, religion or belief, disability, sexual orientation, gender reassignment, pregnancy or maternity, or marital status.
- Personal dislike or a breakdown in working relationships.
- Dissatisfaction with performance or conduct, where the employer has not followed a proper capability or disciplinary procedure.
- Retaliation for raising a grievance, blowing the whistle, or asserting a statutory right such as requesting flexible working.
- Trade union membership or activities.
Performance and conduct can be valid reasons for dismissal, but they have their own procedures, including warnings and an opportunity to improve. An employer who tries to bypass that by labelling the dismissal as redundancy may well be acting unlawfully.
Signs the Redundancy May Not Be Genuine
It is worth taking a step back and looking at the wider picture. A redundancy is generally considered genuine where the work itself, or the need for someone to do it, has reduced or disappeared. Take the example of someone who raises a grievance about their manager, and finds two months later that their role alone has been selected for redundancy while colleagues doing similar work continue as before. That kind of timing tends to invite questions.
You may have grounds for concern if:
- Your role is advertised again shortly after you leave, often with a slightly different title.
- A new starter takes on most of your duties.
- You were the only person considered, despite others doing similar work.
- The selection criteria seem designed to single you out.
- You raised a concern, complaint or protected disclosure not long before the announcement.
None of these on their own prove unfairness, but together they may suggest that redundancy was not the true reason.
Your situation may be slightly different. ask a question below ↓ and our editorial team will reply with our advice.
Who Can Bring an Unfair Dismissal Claim
The rules on qualifying service may be changing. The Government has proposed, through the Employment Rights Bill, to remove the two year qualifying period for ordinary unfair dismissal and replace it with day one rights subject to a statutory probation period. This is not yet settled law, and the detail will depend on regulations made under the Bill once it is enacted. Check the latest position on GOV.UK or with ACAS before relying on a particular timeframe.
For automatically unfair reasons, such as discrimination, whistleblowing or asserting a statutory right, there is no minimum length of service. You may bring a claim from the first day of employment.
What You Can Do
If you believe your redundancy was unfair, there are several practical steps you may want to consider:
- Ask the employer, in writing, for a clear explanation of the reason for dismissal and the selection process used.
- Raise the matter through the company's grievance or appeal procedure. Most redundancy processes include a right of appeal.
- Keep copies of relevant documents, including your contract, consultation letters, scoring sheets and emails.
- Contact ACAS to start early conciliation. This is normally a required step before bringing a tribunal claim, and it can sometimes resolve matters without going further.
- Get advice from a solicitor, your trade union, Citizens Advice or a law centre, especially if the issues are complex or involve discrimination.
Time limits are tight. In most cases you have three months less one day from the date of dismissal to begin early conciliation, so it pays to act quickly even if you are still weighing up your options.
If a tribunal finds that you were unfairly dismissed, it can order reinstatement, re-engagement or compensation. Compensation usually has two parts: a basic award, calculated in a similar way to statutory redundancy pay, and a compensatory award reflecting your financial loss. Current limits on awards are reviewed each April and are published on GOV.UK.
An unfair redundancy is upsetting, but the law provides a clear route to challenge it. Gather your paperwork, make a timeline of what happened, and get advice early. Doing those three things gives you the best chance of putting matters right.
Then with a formal grievance. Because of the grievance I was victimised at the point that one year later they carried out a consultation process -a restructure that only affected me. As this was proved to be wrong, they had to give me back my job as it was. All of this triggered my mental health. Then they did not allow me to attend the mental health treatment. They ignored medical letters about it. Just now I am off sick because I had an accident an broke a bone right arm. A week after the accident I was shocked by a surprised phone call from my employer telling me that a Restructure -Consultation process was on the way and that my post is going to be affected. They deleted my post and created another post to cover mine completely and drastically diminishing my post in all aspects such as salary, hrs of work, only 39 weeks per year instead of 52 weeks. etc. As detrimental that it is clear that they are looking for my way out. Just covering an unfair dismissal through restructure process.
My health it's been very deteriorated because of the treatment so I feel in a big disadvantage to gain another job with all the health issues. For a long time I just put my head down and tolerated all the bully etc. trying to keep my job and now this. I do not know what to do. where to go for help and advise etc.
This seems very unfair to me and I am now wondering what my next steps should be.
I would be grateful for any advice that you can give me
Firstly there are 10 people at our site but significantly more at other sites across the company all going through the same thing at the same time. I asked about the 30 day consultation period as there is more than 20 employees collectively that are being made redundant. They said it wasn’t required as it’s only 10 at our site. Is this correct?
Also I hold 2 jobs for my employer, a 32 hour a week role (held for 23 years) and a 2.5 hour a week role (held for 14 years) - both at different rates of pay and working in different departments with different line managers.
My 32 hour a week job is being made redundant. Can I take a paid redundancy package on my 32 hour role and keep working my 2.5 hour role or do I have to leave the company completely and be made redundant on both roles?
He basically told me that I will not be put in a pool for redundancy and I will be made redundant when I tupe over... the reason for not putting me in a pool is he said that there are no other managers in my area / postcode . I asked him for details of other managers not specific addresses but areas where they live and he said he could not give me them due to data protection.. i am a field manager so travelling g has never been an issue for me and I have managed a team of meter readers across Bradford Halifax Huddersfield all South Yorkshire and East Yorkshire totally around half a million miles square... he knows this and still says that there isn’t a manager in my area..
I have been offered an enhanced package of 2.5 weeks per year in my old company and I have until the 22/102020 to take this or it will be taken off the table and the other company says if I do t take it then they will
Make me redundant and I will lose around £10,000 ....
What are your thoughts ?
After the initial group chat with the gm and hr when my specific role was mentioned I got told no other jobs are available anywhere for me and when I saw the gm minutes after the call he admitted I was going and apologised to me.
Is this unfair dismissal as happened before my individual meeting happened so not following correct process?
We have talked to citizens advice they mentioned things such as type. And say I should have received redundancy either at the time of new owners taking over/ or at the time they wished to terminate my employment.
So I'm wondering what the next step is.
Really appreciate any help givien.
Kind Regards
George
After 4 years of employment.
No meeting or explaination
During the week someone else has been employed in my role and the claim is I don’t have skills or attitude to carry out the role anymore, no we have less customers.
I am a barman.
Can anyone advise what to do.
Also they employed someone new while I as still on furlough
Is there a clock ticking that the employer must initate or complete procedures by?
I've read that consultations themselves should take 30-45 days, but that the HR1 notice expires after 90 days... so if a company, for whatever reason, fails to even start, never mind, finish a redundancy consultation, after a certain period, does the whole process simply time out? Surely, you can't be at perpetual risk of redundancy?
Please advise.
I have been informed my job is up for redundancy, on my team there are two of us,I started 5 years ago as a maintenance assistant, they started a younger guy on and change the job description to maintenance operative, we are payed the same salary and are job descriptions are the same,they did not change job description for me even when I asked,my job is now being made redundant and the other being retained till such time business gets better,I feel this is unfair.
Having worked for a company for 18 years (completely clear record 1 day sickness, no warnings) the past 18 months have been a nightmare working with a new boss who clearly doesn’t trust me, like me, value my work, feel I am capable of doing my job and clearly thinks I am overpaid.
I have now been put at risk and given a JD of a new job available which has a slightly different skillset and I am able to apply for. This hasn’t been supplied with a salary yet!
I have had several meetings with my boss about how they have completely obliterated my confidence, started to make me poorly (mental health) and if they wish to question my work then they should provide me with a written statement of my responsibilities which I haven’t received.
Subsequently since informing them that I have needed to seek medical advice and been prescribed medication to help me I have been put at risk. I feel this is not a genuine redundancy and they just want me gone. The new role is within my scope but I haven’t had the offer of training for it and they actually have no idea if I have the skills because I haven’t been asked to do the specific tasks.
Thanks
Kind regards
I've been employed for a new site for over a year working in various settings waiting until the new site is finished.
I've been late a couple of times recently and now they have gone and said they cant trust me and have now posted an advertisement about my job.
Where do I stand with this?
I have been working in my role for nearly 5 years and have just received notification of redundancy. I run a purchasing and production planning team (Purchasing and production planning manager) and the reason below. can they actually move part of my role in order to make me redundant:
Quote: "having considered the duties and responsibilities of your role, the company believes that it is no longer has the requirement for an employee dedicated to carrying out these duties.The basis for this is now with a secure and more reliable supplier base the requirement for a Purchasing manager has been removed with the emphasis more on supplier monitoring which the 2 buyers we have are well capable of achieving. With more sub assembly builds coming through from suppliers(Less Po's to create) this will give the buyers time to carry out additional duties. Further administration duties have been picked up by the purchasing assistant. The planning element of the role has been picked up by the planning engineer who will be further supported by the manufacturing manager. With 2 Uk subsidiaries leaving the group, the MD will have more time to focus on any management or strategic oversight that the department might require". It then goes onto quote role at risk etc. FYI My job description states I oversea the planning role. We don't have a purchasing assistant, we have a business admin apprentice. It just seems they have moved the planning management part to someone else in order to say the procurement management part is not required. At my first consultation the discussion (although they already had a letter typed with my redundancy package on) I was just asked, where do you think we could fit you in the business! I though the employee was supposed to help! I then pointed out that I can see the latter and the decisions has clearly been made. Any help much appreciated, just to put my mind at rest. Thank you
I have tried contacting the union but no answered the phone, I left messages, someone did ring me back, and said they were picking my case up you will be contacted shortly, no one has still contacted me and I have attended two meetings without no representation.
I have a phone call with the HR manager Monday 20-8-18, I have to take the money as I need to move on from this business, as I would like to stay on the same pay level.
I will also ask him if he is aware of the data breach, and the conflict of interest with the other employee, may now jeopardise the redundancy and leave me penniless as I will not be receiving enough sick pay to pay the bills.
If you can advise me on how to go forwards as, I appear to be alone on this one.
Many thanks in advance.
I am the only member of the team that is being asked to relocate as the other teams members reside at other companies office.
Despite my new boss knowing I suffer with anxiety when I travel and telling me prior to the merger that the need to travel is required but will be less frequent, she then turns around and says that they are relocating my role in the restructure. No other suitable with in my current location has been offered. I was given the option to travel and get my travel paid for two years or take redundancy which I have very sadly and begrudgingly had to do as the traveling time would total 3 hours a day nagging my working day at at least ten hours and this would make me ill.
I have two questions; from what date should the notice period commence; from the date of the consultation meeting or the date when I said I have decided to take the redundancy? They are making me with the full 8 weeks (I have worked the for over 8 years)
Secondly, I have always been paid full sick pay during my time working for the company whenever I've been if sick. Will I still get paid full sick pay during my notice period now I am taking redundancy??
Would I be entitled to any compensation ?
The reason for redundancy is the lose of work which I understand but the work lose is across the region which has effected all of use not just the 4 in the pool. The job everyone can do which ever region we lose the employees.
There is 2 positions for redundancy.
Is this fair and legal.
I'm intending to appeal on the basis that the work that I have been doing is to be done by a new post in the structure - the work and responsibilities are the same, as is the pay grade, but the job description and person specification have been rewritten, with there now being a qualification requirement that I don't meet being added. This qualification requirement is being identified as the reason that I can't have the job - the reason for introducing the qualification has been challenged and my employer can offer no substantial reason for its introduction. I have had a sometimes difficult relationship with the manager who is responsible for the remodelling exercise, and, despite approaching them to seek feedback and query if they have issues with my performance, they have simply responded to say that "it's nothing personal" although when I pushed a little I was told that I have an attitude problem along with a couple of other similar comments, none of which were justified with examples - they were all in essence about the manager's personal opinion of me.
Any advice greatly appreciated - my employer also has a grievance policy, and I'm thinking that I should submit one alongside my appeal?
If a nightshift worker accepts a voluntary redundancy can a worker from another shift ie back shift or early etc be forced on to the shift that's had a VR.
I just got promoted from a Junior position lets say "Junior Admin" role to the regular role say "Admin". Now, last week my boss and a HR personnel called me and my colleague in and informed us that our job "Admin" is in risk of redundancy and so the consultancy period has started. The thing is my job role is still technically "Junior Admin" as it is still in process in the system. Do you think I can challenge it? If only to extend the process by the amount of time they are making an adjustment or something. Nicest promotion ever. It is not even finalized but they make me (the position...) redundant. Many thanks!
I have now advised them both of their Redundancy entitlements using the start dates given to me 11 years ago. One has accepted the calculation, but one is disputing the start date, which she says is actually over a year earlier than the one I have always had on record (10th June 2002), although she cannot produce any evidence other than her memory. She says she started in February 2001, although cannot put a date on it (obviously important given the 9th February cessation date!).
Should I, in the absence of any tangible evidence, stick with the date I was given when I acquired the business or take her word for it that it should be February 2001? And if so, before or after the 9th? Your thoughts would be appreciated.
I wish to leave the role anyway as I do not want to keep working with the co worker. I was asked if I wanted to apply for the junior role which I said I did not down to the co worker.
None of us (7 staff) have had any form of contact from the business owner & nothing has been mentioned with regards to redundancy pay.
Within 2 days notice I have no job & the prospect of no redundancy pay. I have since learned that our business owner/manager was imprisoned for fraud previously in 2010. I’m very concerned, what should I do?
Today I have heard that one of the managers has been discussing getting rid of me as others have covered my job whilst I've been off.
This manager has seemed to have it in for me for a while but no idea why as I help him a lot . He has also been very rude with comments to me in front of people and on the phone about my age as I'm 62 it's not even funny that he does this given he's only 6 months younger than myself .
He discusses members of staff to other staff and doesn't seem to understand that he should not do this.
Whilst my job is being covered whilst I'm off its only covered for a hr or so a day and also work is quiet at present so it's easy for someone to do this .
I have a appointment 9th Jan with consultant for him to xray and if ok will remove my cast and sign me off sick so I can go back to work.
Obviously being at home has made me very depressed and bired hut given the pain I've been in I was not allowed to work .
I hear it's more or less been told by this said manager that I fell on purpose to get time off work .
When I go back I shall be recording his comments to me and his attitude as I'm no longer going to put up with his bullying to then be made redundant and him let others do my job . So this means my job would still exist just that they want to save money .
I'm now feeling very effed over and can't see how this is legally right. I could now be unnecessarily unemployed as well has having something that looks suspect on my CV. (2 Month stints don't look good)
The stress this has caused is also massive and I want to know how I can defend myself or at least be compensated for their resourcing errors.
Of training that I was told I would be receiving and also working under the circumstances of being bullied by a supervisor staff for bringing this to the managers attention I was totally ignored by this member of staff, and also orher members of staff talking about me . I gave now found out this company has taken a person on in my place and want to no what I can do about it
Thanks
They are keeping the senior member of the team on and offering me and my friend 1 job opportunity between us in another department. They already know that I don’t have the skills for this job and that my friend does so he will very likely get the job.
Also the reasons they gave don’t make sense as the jobs we were doing still need to be done and the figure of 50% productivity they told us is wrong as we went back checked our time sheets and average around 75% as a team.
I feel like they are doing this whole process to get rid of only me. They are also only paying me the legal minimum. I’ve been there for over 2.5 years. Can I fight back or is there no point?
My company is making me and a bunch of others redundant as they are closing the office. They said it was due ti the office closing and my employment will terminate when it closes on the 2nd Nov.
A few things
1 it's now closing on the 2nd Nov. I think they are keeping it to January
2 people who are in other roles have been asked to stay to next year
3 they are opening another office in Ireland and creating jobs but haven't consulted us on them. We would be suitable for them as it's the same line of work but we just have no communication despite asking.
Do we have a claim for unfair dismissal?
My boss told me last week that his PAYE Tax and CIS Tax are far too high and he will be putting everyone to be self employed in a few weeks. I work in the office as a coordinating manager. Now I just been told by my colleague in the office which another manager that my managing director spoke to him this morning and he will make me redundant towards the end of the month, which i wasn't aware. Now I have been working for the firm since December last year and never had any disciplinary warnings. Any advice what to do?
Surely she could ask for more as her job exists and this is discrimination. Help please!
I worked for B&Q slough over 19 years and got the booting and today still think it unfair
But I only had 3 months to take it to the courts but I think taking company's to tribunal should at least give you 6 months to combat what happen
However my colleague who does the same role as me has been mapped into a new position, without any consideration given to me.
I'm unsure at this stage if this new role is a change of grade but there is certainly material changes to the job description.
Is this allowed or considered to be unfair?
Thanks.
Is this legal? I'm concerned that I'm the only redundancy and the role is clearly still there
i was told this week i was chosen to go as they needed 9 volunteers and only got 6. i was chosen as one of the 3 the managment had to pick and i was devastated i still am. a freind of our management walked into our company last year and was given a job he is still there i feel i was chosen after 22yrs service over a man of 1 yrs service (a freind of my boss) i am so angry can i appeal this decision. do i have a right to stay over this man
On Friday when I got home from work I went to the club when I walked in I was informed by the club Stewart that I was been made redundant they new before me
I got the letter telling me on Saturday that I was to attend a consultation
They pulled two of us in the office (same job title) different roles . And said one of us we're at risk and they were using scores from our manager to decide who. The letter they gave us at the time said the wrong department were at risk. An hour or so later they pulled us in individually and told me I was at risk. I asked if this ment I was defiantly going to loose my job they said they cannot say that but my mindset was right. Over the next ten day I had two consolation meetings. On the tenth day I had a dismissal meeting on the letter they again wrote the wrong department. They basically told me my job was no position was no longer available .. however someone else who already works there is doing my job as well as there own (they didn't do much I did all there work prior to this). They never offered me any alternative like less days or different role.
I was made redundant in 2010, after being told effectively I wasn't needed. I was summoned into my office managers office, where my line manager issued me with said redundancy notice. At the time I was in charge of the computer systems at 2 offices, each in a different county. Also at the time I was being treated for depression and was on medication. The office manager took me to one side later and told me that his hands were tied and the decision was made higher up!
During that original meeting, no offers of alternative employment or even reduced hours were offered.
I have recently found out that the Monday following the final day of my employment, 2 other people started to do my job on a 'on demand' basis, one of which self employed and the other a member of staff. I also saw my ex office manager late last year who confirmed that this was happening up to the point he left the company. At the end of 2011/early 2012 one of the offices closed down.
Is there any advantage in persuing this to try and recover, not what I would have earned but more so the missing pension contributions?
It may seem that I am narked about this, but had I been 100% well at the time I am sure I would have contested this original decision.
Thanks.
Any help would be very much appreciated.
Thank you
Is this a case of unfair redundancy?
Thanks Nick
Is this fair ?
My employer wants to change my hours.
They have given me two options that are both unreasonable
So she said another option is to let me go.
That is the only option I can take
So I m being made redundant.
But she said I need to write a letter to her saying what I have accepted to do
I m not happy doing this has it looks like I m the one wanting to leave
Think they are covering their backs
Can you please tell me if by law I have to write them this letter
I have been told by numerous people that I do and not to give them anything.
Many thanks
Is this constructive dismissal as the job is still required?
Do I have to bow down and do the handover of my work?
What can they do to me if I went off work now with stress?
I was made redundant on 23 January 2017 as I was told that they need to reduce the numbers due to lack of business, there were 3 people in total made redundant. Since then they have employed one other permanent staff to do the same role and also 3 temporary staff.
I believe that the redundancy was not genuine, it was used so that they can get younger, therefore they can pay them less.
Would this make a case for constructive dismissal???
I have been with the company 16 months and my colleague 12 months, is this allowed surely I should have some sort of notice . What can I do about it
I have been told that myself and 2 other fulltime colleagues are being put of risk of redundancy within our work due to downturn in work.
We work on the machine on a daily basis and I personally have worked on there for the past 5years dince its installation and been with the company nearly 10years.
We had our formal meeting on the 1st November and was explained this by the operations manager and HR yet and informed of the vonsultation period 1 0n 1 yet the very next day the dept manager asked us 3 that have been put at risk how we would feel about non-departmental staff being trained/refreshed on the machine as in his own words he wont jave anyone to run the machine as and when us 3 go.
Can they legally put us at risk, yet before a consultation period has even started then have people trained up whilst we are expected to work on machines that the HR stated as part of the redundancy criteria we wete not skilled on or trained hence why other staff were not pooled within the at risk.
Any advice be very much appriecated.
Is this "allowed" and would it be held to account of the company decided not to pay?
I have today been made redundant the reason they have been given is because the area I have been writing for is maing cuts
And because I spend 90%of my time writing for them then only me is going.
Surly we should all be put together and a selection pool bein used
Do I have any rights to that role when it is reinstated?
I was under the impression that a role that is made redundant cannot be reinstated within a certain time period.
I was made redundant by my old company as I was told the company was being closed. This was in Febuary this year. I have just found out that this was not the case and my old employer has now taken on some one new. There was also an other employer who was made redundant the same time as myself. We were not offered our old job back at anytime. Is my old employer allowed to finish us both and then take on someone new?
Thanks for any help
Damian
i been given a lower pay job, involves heavy manual handling, whilst my employer previously knew i have health problems including slipped disk.
what’s worst, whilst im on the new job with a lowered pay, almost every day i get asked to do my old team job (including my job and my old teammate job) , and the worst part i hate most: i still (after almost 2 years) get asked to teach other team on higher grade than me how to do my old job.
to also explain why I feel treated different: During the restructure, manager has given one ex colleague a job into the new structure (on higher grade) and this ex colleague had his job within the same department 3 months previous to the restructure start. So I find it difficult to swallow that an ex colleague who left was been given his job on a higher pay scale, whilst on the other hand my post was made redundant.
I try to stay positive, but all of the above said is true, how is it really possible not to feel discriminated?
Thank you for your help.
I have no wish for more resposibility and have asked to be considered for vouluntarty redundacy
will i be forced into an interview to apply for a position i neither asked for nor want?
I have been working for the company for 4 years and was told 20 minutes before going home that I was being made redundant as from now. I think I was unfairly dismissed I received a letter the next day saying how much I will receive, this cannot be right, can it?
Two weeks ago the team at our sister site were told it would be closing at Christmas. They were all given letter explaining the closure and an incentive offer to stay till the last day.
Today I was informed that the Director is now intending to inform me and my colleagues in july that we ate to be restructured and everyone must reapply for they job and this can include those at the sister. Meaning we might be made redundant instead of them.
Is this allowed or does it come under unfair dismissal if I lose my job?
I hope you can help ?
Last year I was told that my position was made redundant being told that my duties were being absorbed by a number of staff, so I left the company. Now less than a year later the company has employed a new person to do my job and carry out the tasks I used to do although given it a new name.
At the time of my redundancy consultantion period, I was told that "as my position was being made redundant the company could not re-employ someone to carry out my old role for 3 years , is this true ? Have I got grounds to take this to a Solicitor for further legal advice ?
I would appreciate your advice.
Regards
Nick
I have worked for this company for over 6 years and was made redundant last week - their reason was I did not have the qualifications to do the role I have been doing for the past 6 years. Is this a ligit reason to give as if they thought qualifications were essential to the role I wouldn't have been given the job anyway?
Anyway they have offered me a suitable alternative role in the company as office admin basically an office junior which to be honest I am not happy about as I have not worked for a company for 6 years to be made an office junior call me un-great full I suppose. - would this be seen as a suitable alternative? If I turned this role down I will loose my redunandany pay and they have only given me 3 days to make my decision!! Please advise and help ??
If I just don't have the passion for the job or company any more, where do I stand in still being able to claim the redundancy pay, as the new external role would only be do able financially, if I took redundancy pay to fill a gap for a year or so?
Your thoughts
Further only 0.5 FTE of my role is finance. I am being told that if I decide to stay , the other 0.5 FTE of my role will be reevaluated and possibly downgraded. I am also told that if I do decide to stay for the remaining 0.5 FTE, I will not be entitled for any redundancy payment for the 0.5 FTE taken out in the Finance restructure! Is this as per the law?
after they recived my notice the have decided to make me redundant a year early
can they do this the resone they are giving is to save money
I worked for a company owned by 3 directors. Where I became aware that one of the directors was fiddling the books. I mentioned this to the director in question where I was told i was wrong.
3 weeks later I was told I was being made redundant with a months notice due to not having enough work coming in which I knew was a lie as I got the work in..
I worked for this company for 8 years.
Since my redundacy it has to come to light that I was right in my findings about the one director and he has now been sacked and is under investigation. Since this I have received apology texts from the two remaining directors basically admitting they was wrong to get rid of me based on the now sacked directors say so but put down to lack of work.
Where do I now stand in this is it was a year ago that I was made redundant.
Thanks
I'm working under the title of X but doing the job of y because hr forgot to change/agree a title!
HR have said there is no other job in the company for my roles but someone else from company is doing the job? I thought the role not the person was redundant?
The company I work for is outsourcing our role to India and therefore is making me redundant.
Is this legal?
The problem I have is that I have spoke to my hr manager with regards to 2 different reduncy packages or alternative roles and we agreed that I would go on my holiday talk it over and let them know when I get back what decision I have made. Whilst I have been away a manager in a different department has taken it upon themselves to advise hr that i have accepted the redundancy. I haven't even decided what I'm going to do yet. I retuned home from my holiday to 2 emails and a letter advising of this which came as shock. I basically spoke to a friend in the office before my holiday and said I didn't expect to finish and have a baby and be told i don't have a job to return and the department be made redundant she has gone and taken this as I'm accepted redundancy. Surly the decision on what I'm doing has to formally come from myself? Is there anything I can do?
From April through July I was asked again and again to forward cost cutting possibilities, these I forwarded but no response, in June of this year I was informed I was to attend a Directors meeting, my position as the northern divisions operation director ensured I attended, at this meeting I was informed by the 2 company owners and accountant that our service level from Jan to March 2014 was a quarter lower than the same months of 2015 ( it wasnt) however I had to lose four staff members due to the quarter service reduction with in 2014 having 16 staff members , having explained that during 2014 we had 4 staff leave our employee, 3 via tupee and 1 due to dismissal, that being a reduction of 4 staff, I was again informed the fact four staff had moved on that there had to be further reduction in staff, again I forwarded proposals to assist, with no response to my proposal, in July this year one of my staff found other employment, which caused concern due to our service demand levels also health and safety issues, this was relayed to the company owners, however no response, this Thursday 23rd July 2015 I received a phone call from the company accountant to inform me that he and the company owners have had a meeting and decided that they are making myself redundant, a letter will follow explaining the reasons. Again I am the sole manager in the Northern Region, I have no defined contract of employment, only the verbal agreement with the then one original owner, I have not been yet informed of the reason or criteria for the redundancy, I suspect that if I am removed from the company then my original staff will follow or they will be forced from their employment, I would be grateful for advice on my stance going forth .
Can it be considered as unfair dismissal when in reality the redundancy was used as a pretext to fire the two people that were reporting to me? Thank you Viv
Also when I asked my former employers why this was happening as I felt my redundancy was uncalled for the response I received was " It is down to market forces" yet they told me they had known for sometime there was going to be very little or no work for the machines I set and operated.
Also I asked how can the company justify paying overtime rates which are more than my shift premium was, and they have refused to answer this question.
The machines I was one have been used every weekend by people on overtime since I was let go, is this practice legal and are the company right in making me redundant.
Any thoughts please?.
Thanks
Many thanks
Hanna
There were 5 of us and consultation ended last week with 3 of us taking redundancy which now leaves two of us which have applied for the positions. In my understanding they have to slot us in to the new posts as we meet all the criteria and they were our jobs initially.......am i correct?
Also can they make us do trade tests and interviews and presentations if the jobs are no longer redundant ?
kindest regards
Cat
I was given 2 weeks notice verbally that my fixed term contract would not be renewed and I would be made redundant.
The same day the managers called a staff meeting in my absence and told them of my redundancy.
I've just been made redundant along with 2 other employees however it has been brought to my attention today that 1 of the previously made redundant employees has got his job back. Is this fair or should there have been an equal chance for this place?
Thank you in advance.
The changes have not happened and my role is simply being carried out by someone who used to work for me,with no upgrade in salary or title.
My question is, do they have to make some changes after my (expensive) )redundancy or can they just carry on without putting what they said in place. I realise I shouldn't be concerned but my previous colleagues are struggling and I didn't think I was leaving them in this way.
Thank you
Karen
Is this right? The person who received more had to sign a agreement confirming would not discuss.
Do I have any grounds for complaint?
I was redundent today and i worked for the company for a year and a half.i know from a friend who's working there that they haired a replacment for me.i feel that my team leader doesn't like me and i feel that he did it because of personal reasons.
I would like to prosecute the company and to get money from them for the way and the reason they redundent me.
How can i do it?
Thanks
I was redundent today and i worked for the company for a year and a half.i know from a criend who's working there that they haired a replacment for me.i feel that my team leader doesn't like me and i feel that he did it because of personal reasons.
I would like to prosecute the company and to get money from them for the way and the reason they redundent me.
How can i do it?
Thanks
"Unfair Dismissal – Protection and Redress
Unfortunately, not everyone is protected from unfair dismissal. In general, only those with one year of service with their employer are protected legally. However, if the reason for dismissal involves certain kinds of discrimination, this restriction does not apply."
As you are no doubt aware, but may have forgotten to update this section in relation to, the period of continuous service required for the majority of Unfair Dismissal claims has recently been increased to two years, rather than one. This does not affect those claims which involve certain alleged discriminatory actions as per the Equality Act 2010, PIDA etc., and the new continuous service requirements apply only to employees/workers if they began their employment on or after April 6th 2012.
I went to a tribunal in Southampton and won the case. The problem is that because my employer failed to follow the correct procedure for redundancy the tribunal decides that although this was a true redundancy situation they would award me unfair dismissal.
It now I realise that this punishes me further as my employer is still trading I can not claim my award from the government fund as they are only able accept claims for redundancy awards! So the fact that my employer completely got it wrong hinders me further in getting my award.
I am currently going down the fast track route but that has now been 5 months and I still have nothing.
I running out of options now. I think it's discusting that he is getting away with it....
Kind regards
Kelly
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