Employment Law Redundancy In The UK
Employment Law Redundancy – ML Solicitors Legal Advice; Are you in search of experienced employment law solicitors issue have had an unfair redundancy tribunal claim brought against your organisation in the UK by a former employee? Then you should make a no obligation call to the highly qualified and experienced legal professionals at Oakwood Solicitors to discover how our extremely dedicated team could offer advice assistance and legal representation to you to work to resolve the dispute as quickly and cost effectively as possible by alternative dispute resolution methods or work to ensure that the best interests of your company are protected if litigation is unavoidable.
Pay and Benefits Magazine published an article 28 May 2013 looking into complex situations with regards to making staff redundant that are troubling employers and tribunals.
The article says that “Redundancy dismissals have been troubling employers employees and the Employment Appeal Tribunal (EAT) in recent months”.
It goes on to explain that “Redundancy is a potentially fair reason for dismissal. Where redundancy is the stated reason the tribunal will apply three-step test: Was the employee dismissed? If so has the employer ceased the business purposes of which the employee was employed by him? Alternatively had the requirements of the business for employees to carry out work of a particular kind ceased or diminished? If this applies was a dismissal of the employee caused wholly or mainly by one of the reasons outlined above?”
The article then further adds “The aim is to achieve all three points. However it is often the case that redundancy is alleged to be a pretext as opposed to the principal reason for the dismissal.”
Do you require the expert services of specialist employment law solicitors to help you resolve in redundancy dispute at your organisation in the UK? Then don?t hesitate to contact the highly skilled professionals at Oakwood Solicitors as our dedicated team could use their expertise in the field of employment law to provide you with advice and assistance to ensure that you achieve the best possible outcome available to you under circumstances of this type.
The above-mentioned article then provides details of the case ‘Fish v Glen Golf Club UK’ EAT0057/12 published on 28 March 2013. It tells us that “Fish was employed by the club as its secretary and has worked there for about 10 years. In 2008 he was dismissed purportedly by reason of redundancy. Fish believed otherwise and claimed that the real reason for his dismissal was because the management wanted him out.”
It goes on to say that “Fish’s case seems to have been bolstered by a very damaging disclosure in the form of a heavily edited consultant’s report. Unfortunately for fish the employment tribunal decided that the principal reason for his dismissal was redundancy and that the criticisms of him were not the cause.”
It is important to remember that documents created by the employer leading up to the redundancy can be scrutinised and in some cases due to this employers leave themselves exposed.
The employment and commercial law experts at Oakwood Solicitors could provide robust legal representation for your company if an unfair redundancy tribunal claim has been brought against your organisation within the UK by a former employee; so speak with our helpful advisers to discuss our services in further detail by calling: 0113 200 9720.
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