Redundancy and Compromise Agreements
Compromise agreements may come into play in a redundancy situation. As the economy worsens, it is advisable for employees to check their contracts of employment for company redundancy procedures. This will allow an employee to be prepared if your company announces redundancies. Unfortunately, it is inevitable that these documents will contain terms which are difficult to understand for a lay person. It is important that you read between the lines and seek the assistance of an employment law solicitor if needed.
Whilst compromise agreements may come into play, it is first important to understand how redundancy works. Accordingly, we have compiled a list of frequently used terms to assist you in understanding your employment law situation – if you think you may be in danger of being made redundant, make sure you read up on all the relevant terms.
More information on compromise agreements, see here:
redundancy compromise agreements
Redundancy
A redundancy compromise agreement may arise if the redundancy procedure is not carried out properly. Unfortunately, there are may misconceptions as to what redundancy is and how compromise agreements can help resolve the problem. In reality, there is a legal definition to redundancy. When an employee is no longer needed within a company, this is redundancy. It could be because fewer people are needed to carry out the role, or perhaps a department is being closed down. In the current economic climate, it is not uncommon that a company goes out of business, a shop which the company owns may close down, loses key clients, or invests in technology that makes certain positions unnecessary.
Furthermore, redundancy falls into two categories – voluntary and compulsory. With the former type, this usually happens when cut backs are necessary at an organisation. An employer would issue a request to employees to step forward on their own accord. The most feared type of redundancy is the compulsory type. Often employees do not want to leave the company. It is important that a company uses a fair procedure when using this route, to avoid potential employment tribunal claims.
Lay off
Where an employee has their work temporarily suspended due to a lack of work. This is a short term alternative to redundancy.
Reduced Time Employment
An employer may ask an employee to work fewer hours in exchange for a pay cut. This can pose problems for an employee who is dependant on the income which the employer provides. This is a short term solution.
Collective Redundancy Consultation
In situations where an employer has the intention of creating a lot of employees redundant (twenty or more), it must go through a collective redundancy consultation, furthermore, the BERR should be told of the planned redundancies by letter. An meeting should be organised with employees to inform them of the procedure. The time an employer needs to provide varies depending on the size of the redundancies. If there are more than twenty employees then an employer needs to allow 30 days. For 100 employees or more, there needs to be 90 days notice at the very least.An employer will open themselves up to liability if the procedure is not followed. This could lead to unfair dismissal claims and costly battles in the employment tribunal.
Statutory Redundancy Pay
This is defined as the amount obtained by an employee as part of the redundancy procedure. An employee may be able to receive more than this through a compromise agreement. Full time employees that have been with an organisation for two or more years will be entitled to statutory pay. This is set in stone by law and is the minimum you should receive.We will not go into the details of how the amount you are entitled to is calculated here, as it would be best saved for another article. Essentially, the longer you have worked there, the more you should get. Seek legal advice before accepting any redundancy package to ensure that you are getting the right amount. Consult your company’s redundancy policy – it should lay out exactly what kind of payment you are legally entitled to. Any amount over £30,000 will be taxed, but the first £30,000 is tax free.
Unfair Dismissal
If you feel you have been unfairly and (more importantly) illegally selected for redundancy, you can lodge a claim for unfair dismissal. In instances where an unfair procedure has been implemented, an employee may raise this point with an employment law solicitor. This could result in a large pay out if you can prove your case. A company will try to avoid going to court over this and may offer you a compromise agreement. Certain reasons for dismissal (usually to do with discrimination on a wide variety of grounds) automatically qualify as unfair dismissal.
Guarantee Payments
This protects the employee as it means that an employer can not simply cut an employee’s income at will.
Protective Award
Protective awards may be claimed by employees if the correct redundancy procedure has not be followed (i.e. if employees are made redundant without their representatives or themselves being given sufficient notice) the employee has the right to claim a protective award, which typically takes the form of ninety days payment.
Redundancies do not always go to plan and in situations like this, the use of a compromise agreement may be the most cost effective route of action, for all sides concerned.For many, using a compromise agreement is good, as it saves time and unwanted additional costs.This will of course result in higher payouts to employees. In order to make the most of the situation, employees and employers should seek legal advice from an employment law solicitor.
More information on compromise agreements, see here:
Redundancy and Compromise Agreements
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