What We Do
We support individuals and businesses with:
- Assessing Redundancy Situations – determining whether a redundancy is genuine and legally valid
- Redundancy Consultation Support – advising on the process, timelines, and legal requirements
- Selection Criteria and Process Reviews – ensuring decisions are fair, objective, and well-documented
- Notice, Pay and Statutory Entitlements – advising on redundancy pay, notice periods, and accrued benefits
- Alternatives to Redundancy – exploring options such as reduced hours, redeployment, or settlement
- Negotiating Redundancy Settlements – securing fair terms for exit packages and advising on settlement agreements
- Challenging or Defending Redundancy Dismissals – including early conciliation and tribunal claims
Redundancy Issues We Advise On
We provide guidance on a wide range of redundancy-related matters, including:
- Individual and Collective Redundancies – including consultation duties, fair selection, and required notifications
- Selection Disputes – where employees believe they’ve been unfairly or unlawfully chosen for redundancy
- Lack of Genuine Redundancy – for example, where the role remains or recruitment continues elsewhere
- Failure to Consult – where legal requirements are overlooked, rushed, or not properly followed
- Discrimination in Redundancy – where selection is influenced by age, sex, disability, pregnancy, or other protected characteristics
- Redundancy During Family Leave – including issues involving maternity, paternity, or shared parental leave
If you’re unsure whether a redundancy has been handled fairly – or need support negotiating a fair exit package – we’re here to help.
Why Choose Pre-Law?
Redundancy isn’t just about business decisions – it’s about people. We help you manage the legal, practical, and emotional aspects with clear advice tailored to your situation.
Whether you’re an employee concerned about your rights, or an employer planning to restructure, we’ll guide you through the process and help reduce the risk of future claims.