Follow our top tips for redundancy to ensure you get the best chance of keeping your role, and the best compensation if you do not.
Rolleen McDonnell considers the strategy employees should have when dealing with a potential redundancy in the wake of Brexit.
Where an employer in the UK proposes to dismiss more than 20 employees at one establishment in a period of 90 days, they must consult on a collective basis. If an employee resigns in response to a substantial change to their working conditions, they can be counted towards the 20-person threshold.
An employer’s claim that it failed to consult collectively because it was not aware that it was obliged to do so is no excuse, and protective awards (of up to three months pay per employee) remain payable in such circumstances.