Redundancy Advice Solicitors
Harcourt Stirling Solicitors provides expert legal support for employees requiring redundancy advice.
You don’t have to face this alone—start with a straightforward, free initial consultation with an employment law specialist to understand your options.
Why choose Harcourt Stirling Solicitors for your redundancy matter?
Facing redundancy can be stressful and uncertain — especially when you’re unsure whether your employer has acted fairly or lawfully. You need an experienced legal team that understands employment law inside out and takes the time to handle your situation with care and precision.
Harcourt Stirling Solicitors is a trusted law firm, with a team of experienced employment lawyers providing expert guidance and personalised support every step of the way.
We regularly assist employees with redundancy consultations, settlement negotiations, and other employment-related matters — ensuring every case is managed with professionalism and tailored attention.
- Transparent and Trusted: Harcourt Stirling Solicitors is proud to have earned positive client feedback on Google and Trustpilot, reflecting our focus on professionalism, expertise, and responsive client service.
- Experienced Team: Our team of employment law specialists has extensive experience supporting employees through redundancy processes and related workplace matters.
- Strategic Approach: Whether your situation calls for advice on redundancy entitlements, negotiation of settlement terms, or challenging an unfair process, our redundancy solicitors develop a plan that aligns with your goals and minimises disruption.
- Location: No matter where you are in the UK, our employment lawyers are happy to help.
How Harcourt Stirling Solicitors handles your redundancy matter
At Harcourt Stirling Solicitors, we provide guidance on redundancy matters, helping you understand your rights and available options — whether negotiating with your employer, exploring a settlement agreement, or considering other legal steps.
Our Process
- Free Initial Consultation – We review the circumstances of your redundancy and listen carefully to your situation to identify whether you may have grounds for a claim or areas where advice could be helpful.
- Case Assessment and Strategy – We assess the fairness of the redundancy process, explain your legal options, and provide an overview of possible outcomes. This helps you make informed decisions about your next steps.
- Progressive dispute resolution – We guide you through the most suitable routes for your circumstances, which may include:
- Early Conciliation (ACAS) – A quicker and more cost-effective way to explore resolution. Choosing not to participate may affect your position if a claim proceeds to a tribunal.
- Settlement Agreements – Confidential agreements that can resolve matters without the need for tribunal proceedings.
- Employment Tribunal – If a redundancy is unfair and cannot be resolved, we can represent you at tribunal and present your case clearly.
- Evidence Review – We assist in gathering relevant documentation and correspondence to support your position, whether through negotiation, a settlement agreement, or tribunal proceedings.
- Representation and Support – Our redundancy solicitors act on your behalf in discussions with your employer or at tribunal, keeping you informed at every stage.
- Resolution – We aim to help you understand and pursue any remedies that may be available to you — which could include compensation for unfair dismissal, loss of earnings, or other financial losses, depending on your circumstances.
By combining legal expertise with a structured, step-by-step approach, Harcourt Stirling Solicitors provide the guidance and support you need to navigate redundancy matters with clarity, confidence, and peace of mind.
Speak to an employment law specialist today!
What makes a strong redundancy case?
Not every redundancy is handled lawfully or fairly, so it’s important to understand what can make a case strong. Our redundancy advice solicitors carefully assess each situation to identify the key factors that may support your position.
A strong redundancy case often involves:
- Unfair or unlawful selection: Where redundancy selection appears influenced by discriminatory reasons (such as age, gender, disability, pregnancy), whistleblowing, trade union membership, or other grounds that may amount to automatically unfair dismissal.
- Failure to follow a fair process: Where your employer did not carry out meaningful consultation, failed to consider alternatives to redundancy, or did not apply clear and objective selection criteria.
- Lack of suitable alternative employment: Where your employer did not take reasonable steps to identify or offer other available roles within the organisation.
- Documented evidence: Written communications, meeting notes, redundancy notices, and other records that may indicate procedural or substantive unfairness.
- Prompt action: Seeking legal advice early and keeping clear records can strengthen your position and help protect your rights.
Your rights and options after redundancy — and how our lawyers can help you
Facing redundancy can be stressful, but understanding your rights is the first step in protecting yourself and your future.
If you are at risk of redundancy (or have been made redundant), you may be entitled to:
- Fair consultation: Ensuring your employer follows proper procedures and considers alternatives to redundancy.
- Redundancy pay: Statutory or contractual redundancy payments, where applicable.
- Negotiated settlements: Agreeing terms that may recognise your financial and professional interests.
- Employment claims: You may be able to challenge unfair treatment or procedural errors if your employer has acted unlawfully.
As outlined in the next section, our redundancy advice lawyers guide you through consultations, reviewing documentation, and negotiating or pursuing claims where appropriate.
Our aim is to help you understand and protect your rights, minimise disruption, and pursue any remedies that may be available to you — supporting you throughout the process, whether through negotiation or other legal steps.
Speak to an employment law specialist today!
How to get redundancy advice from Harcourt Stirling Solicitors
Facing redundancy can feel overwhelming, but getting legal advice can make the process more manageable. At Harcourt Stirling Solicitors, we aim to provide clear and supportive guidance every step of the way:
- Contact us – Get in touch by phone, email, or via our online enquiry form to speak with an experienced redundancy advice specialist. This consultation allows you to discuss your situation, ask questions, and receive an initial view of your options without any obligation.
- Prepare your case – If you decide to pursue your case, we’ll guide you on gathering all relevant documents, including your redundancy notice, emails, and any correspondence relating to your situation. At the same time, we’ll complete standard legal checks to verify your identity (KYC/AML), which may include providing ID and proof of address. Preparing this information ensures we can assess your circumstances thoroughly and provide tailored guidance.
- Case assessment – With your documents ready, our redundancy advice lawyers review the details of your case, checking for any key issues and considering the available options.
- Strategy discussion – We explain your rights, options, and potential outcomes, and outline the most appropriate approach for your situation — whether negotiating directly with your employer, exploring a settlement agreement, or considering other legal steps.
- Take action – Once you’re ready, we support you throughout the process, representing your interests in negotiations or other proceedings, and helping you pursue any remedies to which you may be entitled.
Our redundancy specialists
Redundancy advice matters we specialise in
Selected redundancy advice resources
Selected redundancy advice case studies
Speak to an employment law specialist today!
Frequently Asked Redundancy Advice Questions
What is redundancy?
Redundancy occurs when an employer needs to reduce their workforce because a particular role or skill set is no longer required by the business.
It’s a form of job loss that typically happens due to changes such as restructuring, reduced demand, or financial pressures — rather than any fault of the employee.
Can I appeal against redundancy?
Yes. If you believe your redundancy was unfair or the correct procedure wasn’t followed, you have the right to appeal.
This might include situations where the selection process was biased, your role wasn’t genuinely redundant, or your employer didn’t consult you properly.
Harcourt Stirling Solicitors can help review your case, assess whether your redundancy meets legal requirements, and guide you through the appeal process or a potential claim for unfair dismissal.
Can I be made redundant during maternity or paternity leave?
You can only be made redundant during maternity or paternity leave if there is a genuine business reason for the redundancy — and your employer must follow strict rules to ensure the process is fair. You cannot be selected for redundancy just because you’re on maternity or paternity leave.
If your role genuinely no longer exists, your employer must offer you any suitable alternative vacancy before considering others. If that doesn’t happen, or if you feel you’ve been unfairly targeted, you may have grounds to challenge the redundancy or make a discrimination claim.
Our redundancy advice solicitors can review your situation, advise on your rights, and guide you through the appeal or legal process to ensure you are treated fairly.
Can I be made redundant due to sick leave absence?
Redundancy cannot be based on an employee’s sick leave if it is protected or genuine medical absence. Employers must have a legitimate business reason for the redundancy that is unrelated to your health or absence. If you feel that your sick leave has been unfairly used as a reason for redundancy, you may have grounds to challenge the decision.
Harcourt Stirling Solicitors can review your case, advise on your rights, and help you take action if the redundancy appears unfair or discriminatory.
Will I be entitled to redundancy pay?
Government regulations state that you only qualify for statutory redundancy pay if you’ve worked for your employer for at least 2 years.
The amount depends on your age, length of service, and weekly pay, up to the statutory maximum. Some employers may also offer enhanced redundancy packages under your contract.
Harcourt Stirling Solicitors can review your situation, calculate your potential entitlement, and ensure you receive the redundancy pay you are legally owed.
How much redundancy pay will I receive?
The amount of redundancy pay you will receive depends on your age and number of years of continuous service. Note that statutory redundancy pay is capped at 20 years of service.
The maximum statutory pay for a week is £719. The rate can change each year. The maximum total statutory redundancy pay is £21,570.
What notice period will I get if I'm made redundant?
You must be given a notice period before your employment ends.
The statutory redundancy notice periods are:
- at least one week’s notice if employed between one month and 2 years
- one week’s notice for each year if employed between 2 and 12 years
- 12 weeks’ notice if employed for 12 years or more
Check your contract. Your employer may give you more than the statutory minimum, but they cannot give you less.
Do I get time off to look for new work?
Yes. If you are being made redundant, you are entitled to reasonable time off during working hours to look for a new job or arrange training to help you find another job (if you’ve been continuously employed for 2 years by the date your notice period ends).
The amount of time is usually agreed with your employer and should be sufficient to attend interviews or take necessary steps to find alternative employment.
Harcourt Stirling Solicitors can advise you on your rights regarding time off, help ensure your employer complies with the law, and support you if any disputes arise during the redundancy process.
If I accept voluntary redundancy, am I still entitled to compensation?
Voluntary redundancy may come with a financial package offered by your employer, which could include statutory redundancy pay, enhanced contractual payments, or other benefits. The exact entitlement will depend on your contract and the terms of the voluntary redundancy offer.
Harcourt Stirling Solicitors can review your voluntary redundancy package, ensure you understand your entitlements, and advise on whether the offer is fair and reasonable.
Do I need legal advice if I think my redundancy was unfair?
You don’t strictly need a lawyer to raise a concern about a redundancy, but having experienced legal guidance can help you understand your rights, the process, and the options available.
Our redundancy advice solicitors can explain what factors may make a redundancy potentially unfair, assist with preparing your case, and support you if you decide to negotiate, seek mediation, or pursue a claim through the Employment Tribunal.
How long do i have to make a claim for redundancy?
According to ACAS, there are strict time limits for making a claim (if your employer does not pay you). You have either:
- 6 months minus 1 day from the date your job ends – for a statutory redundancy pay claim
- 3 months minus 1 day from the date your job ends – for a contractual redundancy pay claim
How does the free initial consultation work?
Harcourt Stirling Solicitors offers a free initial consultation to discuss your redundancy. The free initial consultation lasts up to 30 mins and is completely free.
It allows you to speak with an employment law specialist, learn about your options, and ask any questions you may have.
Harcourt Stirling Solicitors understand how difficult it can be to speak about sensitive and confidential employment matters during the normal working day – and so you can email us (or fill out the contact form) at anytime and we’ll do our best to respond to your enquiry.
How can I contact Harcourt Stirling Solicitors for advice on redundancy?
You can give us a call at 020 3627 6074 from Monday to Friday 9:00 AM to 5:30 PM and one of our specialists will be happy to assist you.
Alternatively, you can fill out the contact form on our website and we’ll do our best to respond to your redundancy enquiry as soon as we can.
Redundancy claims are bound by strict time limits. So, it’s important to contact us as soon as possible about your claim.
What are your legal fees and do you offer "No Win, No Fee"?
We understand that cost is a major consideration. Each matter will be weighed on its merits to determine which fee structure to apply to the individual client.
After taking your instructions and assessing your case, we will agree on one of the following funding methods with you:
- No Win, No Fee (CFA): for cases with strong merits, we may work under a Conditional Fee Agreement (CFA), meaning you do not pay legal fees unless your claim is successful.
- Fixed Fee: for specific tasks, we can work on a fixed fee basis to be agreed on engagement.
- Hourly Rates: for other matters, we apply our standard hourly rates as per our terms and conditions.
We will ensure you have a clear understanding of the applicable fees before we begin any work.