Making redundancies is never an easy decision but our legal team can provide assistance with ensuring that the process is legally compliant from beginning to end. If you think you may in the position of needing to make redundancies, we recommend seeking legal advice sooner rather than later.

There may be steps you can take early on to reduce the number of redundancies, or you may be able to better able to support employees with comprehensive measures which minimise the impact. Whether you are an employee who has been given notice of redundancy and would like legal advice, or any employer needing assistance with the process, we can provide expert help and guidance. 

For more information about our employment law services please call us on +44 (0)20 3475 6751 or email info@carterbond.co.uk

More information about redundancies

Are you being made redundant? Have you received a notice of redundancy? We can check your redundancy payment and ensure you are receiving what you are entitled to.

Redundancy can be a difficult subject to face but the law provides certain statutory rights to make sure you receive fair treatment. This covers a number of different areas including notice period and payment. If you have been told you are being made redundant, or are being considered for redundancy, legal advice can help.

Our experience may be able to prevent you being selected for redundancy if you are being unfairly targeted. Even if we can’t prevent you from being made redundant, we can make sure you receive fair treatment and are aware of all your rights.

Can I challenge my employer if they select me for redundancy?

It’s important to understand that redundancy is not a disciplinary process and you should not be unfairly singled out. The process of redundancy selection should be based on fair and objective criteria which are applied universally to the jobs in question.

If your whole workplace is shutting, your options are very limited and you’re unlikely to be able to do anything to challenge the redundancy.

However, if you are one of a select number fo employees chosen for redundancy, you can challenge the basis of the decision if you believe it’s unfair. Your employer can use objective means such as a disciplinary record to include as criteria in making a decision. However, they must not treat you unfairly or discriminate in any way. This includes: pregnancy, trade union membership, maternity/paternity leave, gender, age, race, religion, sexual orientation, disability, working pattern or whistle blowing.

How much redundancy pay should I receive?

Under English law, you are entitled to receive a payment if your contract is terminated due to redundancy. You must have been with your employer for a minimum of two years to quality. The amount you are entitled to receive depends on your age:

  • For each year of employment you were aged under 22 yrs: half a week’s pay
  • For each year of employment you were aged between 22-40: one week’s pay
  • For each year of employment you were aged 41 yrs or above: one and a half week’s pay

The amount of weekly payments are subject to a limit of £525, with a total maximum statutory payout of £15,750. Many employers choose to pay more; check your contract for details.


Howard Lewis-Nunn

Employment Partner / Barrister

e: howard@carterbond.co.uk
t: +44 020 3475 2713
m: +44 07572 823 361


Advising the NMEC on the employment implications from the closure of the Millennium Dome and its disposal

Advised a client in the research sector who was being harassed by their manager, and helped expose systemic abuse within the workplace

Partner Led

Unlike many law firms when we say partner or barrister led, we mean partner or barrister led. When clients work with us, they get constant access to the lead on their instruction. Yes, we have a team of solicitors and juniors for some of the groundwork and necessary research required by our clients, but this is when it makes financial sense to the client for us to do this. We provide constant contact at no extra cost as part of our service as most of our lawyers have their own business, so they know first-hand how important having a proactive, responsible and trusted partner on their side can be. And also how to work to a financial budget, and the way that legal decisions impact the wider organisation, which often requires balancing risks and competing interests.

Proactive Contact

Many ask us ‘what’s different about you?’ and we like to reply, ‘because we go the extra mile’. We see our work as building and maintaining good business relationships rather than just earning fees. How we do this is by keeping in constant contact with our clients and intermediaries. From pre to post instruction we ensure that our clients are informed of all legal issues that may impact their business and therefore lives. That is why we provide daily or weekly updates to ALL of our clients whether there is anything to tell them or not (we don’t charge for this we just see it as part of our service). We like our clients to rest peacefully knowing that when we are instructed, and we say ‘we will take it from here’ they know we mean it.

City quality, outer City fees

The world is changing, and many individuals are realising that lifestyle is as vital to them as is income. We are the lucky ones who can hand pick lawyers who can provide the best quality advice but at outer city costs. Our offices are in North West London which may not be the most salubrious in the market but at the same time this allows us to charge our clients for what they pay for, our advice NOT our office space.

ALL our lawyers have previously worked in large city-based law firms and continue to practise and offer  the same high level service  they provided to clients in the City but without the pressure and demands often dictated by City law firm. This allows us to be competitive on our fees without compromising our service.

All in all, our clients win, which is the way we like it.

Our knowledge and resources are yours

All our clients benefit from the same high level of care and attention whether the instruction is big or small. At the outset of each matter, we discuss the entire process with our clients, including the costs, potential outcomes and issues associated. This is to ensure clients are fully aware, knowledgeable and are in control always. Supporting and ensuring we provide the highest level of services, we offer our constant contact process with the partner or barrister leading  your file, a document log in for matters which are for larger and more complicated instructions and on-going support post transaction should our clients require it. Our aim is not just to get the work done, but to make our clients’ lives easier as we do it, which is why we ensure that our clients have regular access to the resources they need from us.


“No nonsense approach, commercially astute and pragmatic, a “can do” attitude which sadly I find to be a rare quality in many Solicitors today.”

Shak Inayat, Penn Chambers
Shak Inayat,

“Very thorough and highly competent.”

Harish Hirani, Keylife Financial Services Limited
Harish Hirani,

“Something that could have taken months took days.”

Muks Rabadia, NSC Media
Muks Rabadia,

“They went well over and above.”

Anand Jatania, 8BN
Anand Jatania,

“Detail-orientated and highly knowledgeable.”

Shen Parmar, Jobspec Limited
Shen Parmar,

“In a rapidly changing environment having a proactive team of solicitors is absolutely essential.”

Sebastian Sandler, XUL Architecture Limited
Sebastian Sandler,

“A fantastic company.”

Rikin Kerai, NN Dev Consultancy Ltd
Rikin Kerai,

“They really understand the importance and urgency of the matters they are dealing with.”

Yogesh Gopal, Everglade Windows Limited
Yogesh Gopal,

“They gave me great advice and were able to support me throughout all stages of the transaction. Thank you!”

Suraj Sodha,  WP Maintain Limited
Suraj Sodha,
How can I dismiss an employee

How can I dismiss an employee

Key Steps to Navigating Redundancy Proceedings

Key Steps to Navigating Redundancy Proceedings

Here is a simple step-by-step guide to navigating redundancy in the UK: Identify Redundancy Needs - Analyse the business needs and identify the roles that are no longer necessary. Speak to Trade Unions – In situations where more...

The Role of TUPE in Restructures and Redundancies

The Role of TUPE in Restructures and Redundancies

According to employment laws in the UK, employers have a legal obligation to consult thoroughly regarding both restructuring and redundancy. This includes not only discussions on the necessity of reducing workforce roles or creating new ones to better align with the...

Redundancy Selection Pools and How to Use Them

Redundancy Selection Pools and How to Use Them

A redundancy selection pool is a way to group employees with similar roles who are at risk of redundancy. It is crucial to ensure that the selection process is impartial and without discrimination and to document the selection criteria and methodology used. It's worth...

Professional Role