Legal assistance in redundancy
Discussion
My Mrs is being made redundant from a large firm.
The process is being handled badly, in her opinion and, verbally, that of the COO.
She's become pissed off with it all and wishes to just do a deal to go sooner rather than later, there's an expectation that the firm would prefer this also as they are pulling out of our home town and the operational guys are long gone.
Does anyone know if she is entitled to have a solicitor paid for by her employer?
Are there any recommendations for great employment law solicitors here?
Ta
The process is being handled badly, in her opinion and, verbally, that of the COO.
She's become pissed off with it all and wishes to just do a deal to go sooner rather than later, there's an expectation that the firm would prefer this also as they are pulling out of our home town and the operational guys are long gone.
Does anyone know if she is entitled to have a solicitor paid for by her employer?
Are there any recommendations for great employment law solicitors here?
Ta
https://www.acas.org.uk are the first stop, even if to only asnwer the initial question.
Jasandjules said:
Indeed. However a significant amount of time spent is usually disagreements over the terns of the SA - in particular the sums due.....
Not in my experience, both having been on the receiving end once and issuing them regularly these days. But that is based on large company experiences where HR functions facilitating the process are pretty switched on and the legal team (ie me) also take a pragmatic view (Ie what’s the point of stringing it out - sooner signed, sooner the restructure completes).
@ OP - as others have said, your wife will get a nominal amount (usually £250-£500) towards legal fees to review - and if necessary agree some changes to - a settlement agreement.
The only things she really needs to worry about are: (1) redundancy payment amount and (2) date for leaving. Everything else is pretty mechanistic. With 20 years’ service, even at statutory redundancy, she’ll receive a meaningful amount. And if they do enhanced terms at her place, then all the better. Good luck..!
OMITN said:
But that is based on large company experiences where HR functions facilitating the process are pretty switched on and the legal team (ie me) also take a pragmatic view (Ie what’s the point of stringing it out - sooner signed, sooner the restructure completes).
Indeed. I deal with various companies each week, with different legal teams, HR etc. and generally have to argue about a number of terms in the SA (don't get me wrong I am on the receiving end when it is my client issuing the redundancy or termination etc) but mostly people are, unsurprisingly, interested in the money more than anything....I'm in the same boat as your Mrs, currently going through the process of redundancy, and where there is a settlement agreement it must be signed off by an independent solicitor under the TUPE regulations. Legal costs are fronted by the employer. We had a meeting about this on Thursday, so its all still fresh in my mind.
I hope she gets it sorted. Redundancy is properly crap.
I hope she gets it sorted. Redundancy is properly crap.
Thanks guys, it's still ongoing, the employer is taking a sloppy approach so we are playing it out to an extent.
She's gathering evidence and might want to pursue at a later date but currently playing along.
She was told last week that her age and a health issue from last year which is fully resolved might impact her future at the firm, sounds a bit iffy to me.
She's gathering evidence and might want to pursue at a later date but currently playing along.
She was told last week that her age and a health issue from last year which is fully resolved might impact her future at the firm, sounds a bit iffy to me.
Stella Tortoise said:
Thanks guys, it's still ongoing, the employer is taking a sloppy approach so we are playing it out to an extent.
She's gathering evidence and might want to pursue at a later date but currently playing along.
She was told last week that her age and a health issue from last year which is fully resolved might impact her future at the firm, sounds a bit iffy to me.
Bear in mind time limits, many claims fall away as people do not appreciate how little time there is to bring a claim in Tribunal.She's gathering evidence and might want to pursue at a later date but currently playing along.
She was told last week that her age and a health issue from last year which is fully resolved might impact her future at the firm, sounds a bit iffy to me.
Was she told that in writing? If not, it may be perhaps an idea to write to said person and just say you realise that they consider you old and unwell however you hope that this does not affect your future in X company contrary to what was stated...... Just to get a record of it.
Jasandjules said:
Bear in mind time limits, many claims fall away as people do not appreciate how little time there is to bring a claim in Tribunal.
Was she told that in writing? If not, it may be perhaps an idea to write to said person and just say you realise that they consider you old and unwell however you hope that this does not affect your future in X company contrary to what was stated...... Just to get a record of it.
It has come from 2 different people but verbally.Was she told that in writing? If not, it may be perhaps an idea to write to said person and just say you realise that they consider you old and unwell however you hope that this does not affect your future in X company contrary to what was stated...... Just to get a record of it.
Stella Tortoise said:
Jasandjules said:
Bear in mind time limits, many claims fall away as people do not appreciate how little time there is to bring a claim in Tribunal.
Was she told that in writing? If not, it may be perhaps an idea to write to said person and just say you realise that they consider you old and unwell however you hope that this does not affect your future in X company contrary to what was stated...... Just to get a record of it.
It has come from 2 different people but verbally.Was she told that in writing? If not, it may be perhaps an idea to write to said person and just say you realise that they consider you old and unwell however you hope that this does not affect your future in X company contrary to what was stated...... Just to get a record of it.
Davel said:
How many years service has she given them?
Is it reasonable to expect them to pay for a solicitor to represent her against them? Would she not be better using her own representative?
Is she a member of any Union?
The CAB may be able to give a few pointers....
When I was let go (compromise agreement) my company paid for a solicitor. It was standard practice.Is it reasonable to expect them to pay for a solicitor to represent her against them? Would she not be better using her own representative?
Is she a member of any Union?
The CAB may be able to give a few pointers....
craigjm said:
98elise said:
When I was let go (compromise agreement) my company paid for a solicitor. It was standard practice.
Yes but this is not a settlement it is a standard redundancy The only reason mine was a compromise agreement was that I was not offered redundancy even though my role was changing significantly, and would be downgraded from management to supervisory. I fought for redundancy but they only agreed to a CA for less money.
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