Facing redundancy? We help employees understand their rights, check their settlement is fair, and negotiate a better package — in most cases at no cost to you.
If your employer has told you that your role is at risk of redundancy, or has presented you with a settlement agreement, it is essential that you understand your legal position before signing anything. Settlement Solicitors provides specialist redundancy advice to employees across England and Wales. If you're not sure how the two relate, see our guide to settlement agreement vs redundancy.
Being made redundant can be a stressful and uncertain experience. Our specialist solicitors are here to guide you through the process clearly and efficiently, helping you achieve the best possible outcome.
Employees with two or more years of continuous service are entitled to statutory redundancy pay, calculated based on age, length of service, and weekly pay. However, many employers offer enhanced redundancy packages that go above the statutory minimum — and it is often possible to negotiate further.
Statutory redundancy pay is worked out using your age, length of service, and weekly pay, up to a maximum of 20 years' service. You get half a week's pay for each full year worked while under 22, one week's pay for each full year worked between 22 and 40, and one and a half week's pay for each full year worked from age 41 onwards. Weekly pay is subject to a statutory cap, and the cap itself is reviewed every April, so we always confirm the current figures that apply to your case rather than relying on a fixed number. Use our free redundancy calculator to get an instant estimate — we will then confirm exactly what you're entitled to and whether any enhanced package on offer measures up.
When redundancy is handled through a settlement agreement, you are legally required to obtain independent legal advice before signing. We will review your agreement, explain every clause, identify anything that is unfair or unusual, and advise you on whether the package reflects your entitlements.
Common issues we identify include: insufficient redundancy payments, unfair post-termination restrictions, inadequate reference wording, and failure to include all entitlements.
Not every redundancy is conducted fairly or lawfully. We will advise you on whether the process your employer followed was proper, whether the selection criteria were fair, and whether you may have grounds for an unfair dismissal or discrimination claim. If you were selected for redundancy while pregnant, after raising a grievance, or for another protected reason, you may have a claim regardless of your length of service.
In the vast majority of redundancy settlement agreement cases, yes. It is standard practice for employers to make a contribution towards the employee’s legal costs. We will confirm from the outset whether the contribution covers our fees — in most cases, there is no cost to you at all.
We understand that redundancy situations often come with tight deadlines. We can typically review your agreement and advise you within 24 hours. Same-day advice is available — call 020 3058 3365 or complete the form.
Free, confidential assessment for employees. We respond within 2 hours.
Free confidential assessment · Same-day appointments usually available · Your employer usually pays the fees