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Newsletter Sign Up

I would like to receive newsletters, event invitations and publications from Thomson Snell & Passmore by email on the following topics (tick all those that apply) and consent for my data to be processed for this purpose.

We respect your privacy and want news to be relevant. To either, click here or update your preferences by emailing us at info@ts-p.co.uk. Your personal data shall be treated in accordance with our & .

Get In Touch

By submitting an enquiry through 'get in touch' your data will only be used to contact you regarding your enquiry. If you would like to receive newsletters from Thomson Snell & Passmore please use the separate form below.

  • Overview

    We understand that being faced with redundancy can be an extremely worrying time, and that the process can be complicated and drawn out. Our experienced team of redundancy solicitors can help you navigate the process, offering practical advice and support, making sure you understand your rights, receive fair treatment and the appropriate financial package, when one is offered to you.

    Employment law can be complex and employers do not always get the redundancy process right. Not only is your employer responsible for exploring the option of alternative employment where possible and making sure you receive the full financial package you are entitled to, but also they need to follow strict consultation and selection procedures and not discriminate when making employees redundant.

    Our redundancy lawyers regularly help individuals by:

    • Advising whether your employer has a case for redundancy or termination
    • Advising whether you are being treated fairly or potentially discriminated against
    • Identifying whether your employer is following the correct procedures
    • Helping you plan the best strategy
    • Ensuring that you receive a good settlement as quickly as possible
    • Ensuring that you and your employer part on amicable terms
    • Representing you at employment tribunal if necessary.


    Frequently asked questions

    I have been told I might be made redundant, what should I do?

    Your employer must follow specific processes when making redundancies. If they do not, you may be able to claim you have been dismissed unfairly.

    By law, your employer must consult with you if you are affected by proposed redundancies and they should take your comments and feedback into account.

    It is also very important that your employer does not discriminate when selecting employees for redundancy. For example, you should not be made redundant due to e.g. your age, sex, race, religion or part-time or fixed term employment.

    If you feel your employer is not following the right process then we would be happy to advise you.

    How much notice of redundancy should I get?

    You can only be given notice once the consultation process and a minimum time period has passed (the length of this depends on how many people from your place of work are being made redundant).

    Your notice period will depend on how long you have worked for the company, as well as what is specified in your employment contract.

    How much redundancy pay will I be entitled to?

    This again depends on how long you have worked for your employer, your age and the terms of your employment contract.

    We regularly help individuals get a fair redundancy settlement as quickly as possible and would be happy to advise.

    For further information please contact one of the team.



  • Related Client Stories

    Assisting in the managed exit of a disruptive senior sales representative from the UK subsidiary of a global cheese manufacturer and seller

    A sales manager was employed by this UK subsidiary to sell an associated French company’s products in the UK market. The manager did not act in accordance with the French Group’s marketing strategy. Tensions between him and his French colleagues increased when this individual became disengaged and refused to comply with reasonable directions.

    Advising a headteacher on whether action taken so far could give rise to a claim of procedural fairness

    Nick Hobden was contacted by a headteacher of a specialist school when an employee (a speech and language therapist) did not return to work after the Christmas break. The employee gave notice and was signed off as sick by her GP for work-related stress for the duration of her notice period.

  • Latest Updates

    The story

    Throughout our story, we will be following a local restaurant called The Sumptuous Pizzeria (TSP). As the name suggests, TSP is a small, local, family run Pizzeria which offers both a sit-in dining experience, take-away and delivery.  

    A short article on redundancy

    Following the COVID-19 outbreak, TSP made use of the Government’s Coronavirus Job Retention Scheme (CJRS) and furloughed a number of its staff in order to save the business as a whole.

    The life of an employer

    At the beginning of this year we considered writing a number of articles on the life-cycle of an employer to help our clients with a number of common issues that cropped up during this process.

    Expert Guidance for charity chairs: staff restructuring and redundancies

    Restructuring and redundancies: your questions answered

    The easing of lockdown and the winding down of the furlough (CJRS) scheme on 31 October means that we could see many businesses looking to implement redundancies.

    Workplace Law - June 2020

    Making redundancies during COVID-19

    Holiday pay calculations when an employer is insolvent

    Could you live without a job? For some the answer is ‘of course, as long as I win the lottery!’ But for the majority of us, our employment is our livelihood; it pays for the food on our table, the clothes on our backs to the cars we drive.

Newsletter Sign Up

I would like to receive newsletters, event invitations and publications from Thomson Snell & Passmore by email on the following topics (tick all those that apply) and consent for my data to be processed for this purpose.

We respect your privacy and want news to be relevant. To either, click here or update your preferences by emailing us at info@ts-p.co.uk. Your personal data shall be treated in accordance with our & .

Get In Touch

By submitting an enquiry through 'get in touch' your data will only be used to contact you regarding your enquiry. If you would like to receive newsletters from Thomson Snell & Passmore please use the separate form below.

Clearly understood the issues, explained to me what I was not really familiar with and confirmed that my understanding of certain aspects was indeed correct.

Client

Clear concise advice and the negotiated removal of a number of unpleasant clauses to my benefit.

Client

Provided high quality advice!

Client

All the advice given was structured toward the type of business that we are.

Client

Very prompt and responsive both during and after business hours, to successfully progress the case to agreement within a short time period and to schedule

Client

I came away understanding the background to the advice given, and I am happy that this takes into account my best interests

Client
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