May 14

Testimonial from JY

JY

Amazing support during a time where I needed a legal understanding about things

.I am so pleased with the services provided by RT Coopers. I would rate this company 5 out of 5 for the whole experience.
From the minute I contacted them Rosanna was very prompt with her responses and showed me amazing support during a time where I needed a legal understanding about things I had very little knowledge of.
Rosanna was so approachable and made everything clear and understandable in a way that guided me to a happy resolution.
This was specifically relevant when we had a lengthy audio call going through a settlement agreement and each point was explained me concisely so I was able to be clear about my decision and any associated causes. It was actually a really comfortable conversation which put me completely at ease.
I have personally benefited from RT Coopers legal support and would recommend them to anyone seeking advice. They were able to challenge some areas of my agreement that were not suited to my individual needs and make changes that provided me with the correct outcome. I have never had to seek legal advice before so was nervous to do so but felt completely reassured with the support offered during this new and unique situation.
I am very grateful for their help and thank Rosanna in particular for her constant updates and guidance’
Please note the image is for illustration purposes only.

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May 1

FAQ: Settlement Agreements & Redundancy

  • As An Employee, In What Circumstances Can I be Made Redundant?

An employer may only make you redundant, if the employer has genuine reasons for terminating your employment. You should only be made redundant if there is a genuine redundancy, otherwise you may be able to claim for unfair and/or wrongful dismissal. Redundancy typically involves either temporary or permanent closure of a business as a whole or closure of a particular workplace where you are employed. Additionally, you should note that redundancy can involve a legitimate reduction in the size of the workforce.

  • hat Are M

    y Employer’s Responsibilities When Contemplating Making Me Redundant?

There are a number of key guidelines that an employer must adhere to when contemplating making you redundant:

Planning

Employers are under an obligation to draw up a plan to decide which employees would be kept on or made redundant. The plan should include the selection criteria, namely detail reasons for those being kept on or made redundant.

Employers must inform you, if you are at risk of redundancy, of the impending redundancy as soon as possible to ensure that you have a chance to suggest alternatives to redundancy, apply for other jobs with the employer (where available) or apply for new jobs with other employers.

Employers should consider any proposals that you or your representatives make as an

alternative to redundancy.

Employers should decide as soon as possible how many employees would actually be made redundant.

Consultation

Employers should note that in the event that 20 or more employees are to be made redundant, the employer has a duty to consult with your representatives, including any relevant trade unions.

Employers must discuss alternatives to redundancy as well as the applied selection criteria for the redundancies..

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April 16

Furlough: Coronavirus Pandemic

  • Furlough: Coronavirus Job Retention Scheme (‘Scheme’)

Redundancy lawyer

The UK government’s Scheme allows employers who are unable to maintain their current workforce to furlough employees and apply for a grant to cover 80% of their usual monthly wage costs, up to £2,500 a month.

According to the Government the Scheme will provide a grant to cover “the lower of 80% of an employee’s regular wage or £2,500 per month, plus the associated Employer National Insurance contributions and minimum automatic enrolment employer pension contributions on that subsidised wage. Fees, commission and bonuses should not be included”.

It is understood that the Scheme will cover an initial three month period from 1 March 2020, extendible by the Government if deemed necessary.The Government has extended the period to June 2020.

  • How can an Employee  benefit?

Furlough allows employers to retain employees by reclaiming 80% or a maximum of £2500 of their salaries from the Government for the duration of the Scheme, otherwise such staff members who are not fully utilised might instead be made redundant.

  • Who is eligible?

​If you are a full-time employee; part-time employee; an employee on agency contract or an employee on flexible or zero hours contract you will be eligible. You will be required to grant consent to your employer to be furloughed.

  • If furloughed you cannot work for your employer during the period

It is important to note that employees that are furloughed cannot work during their period of leave.

  • When does Furlough  not apply?

If you are self-employed or work as a freelancer, the Scheme would not apply to you.

If you are a consultant and work for a sell employed organisation, depending on the terms of your consultancy agreement, the organisation is unlikely to be covered by the Scheme unless agree otherwise with them.

© RT COOPERS, 2020. This Briefing Note does not provide a comprehensive or complete statement of the law relating to the issues discussed nor does it constitute legal advice. It is intended only to highlight general issues. Specialist legal advice should always be sought in relation to particular circumstances.

If you require advice on redundancy, you are at risk of redundancy or offered a settlement agreement, please contact a redundancy lawyer:

Tel: 0207 488 9947.

Website: www.employmentlawyersinlondon.com

Email [email protected].

 

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April 8

About to sign a Settlement Agreement? Settlement Agreement Lawyers

If you are about to sign a settlement agreement, you should be aware that breaching the terms of a signed settlement agreement could result in the repayment of enhanced redundancy payment made to you by your employer. Understand the implications. Call a settlement agreement solicitor now on 0207 488 9947 or fill in enquiry form at https://www.employmentlawyersinlondon.com/contact-rt-coopers-solicitors-london

Redundancy


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