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Being made redundant is never an easy thing to go through. It’s an emotional time, and there are many factors to consider.

So, here’s a rundown of the top things we think you need to consider.

1. Know the process

To be within employment law; your employer must follow a redundancy process, which includes treating you fairly and acting in line with your employment contract. It also includes making sure that you are consulted, ensuring that they are following the proper selection process and that you have the correct notice period. In addition, your employer should communicate openly, inform you of the selection process, and allow you to ask questions.

2. Know what you’re entitled to

You are entitled to be consulted on the decision to make your role redundant. The timescales vary depending on the number of affected employees, but there must be an opportunity for you to ask any questions and seek out any alternative options. If there are any other suitable positions, you will be offered these during the consultation period. You’re also entitled to a minimum notice period, which depends on the time you’ve been employed. If your employer asks you not to work your notice period, you can expect to receive a payment to cover the time you should have worked.

3. Know your financials

You will be offered a redundancy package if you have two years of continuous service. The package will include a breakdown of the money you will receive. This will consist of any statutory redundancy payment, any enhanced offering from your employer, payments in lieu of notice, any final bonus payments and owed annual leave.

4. Know what to do if it goes wrong

If at any stage, you don’t feel that your employer is following the correct process, you could have a claim for unfair dismissal or financial compensation. In the first instance, we recommend that you make an appeal and follow your company process. If you still feel unhappy with how you have been treated, you should speak to an experienced employment solicitor to get advice on the next steps, which could include a compromise agreement or a tribunal.

Our expert employment lawyers are here to help, so if you need support, contact us on 0333 3445 548 or