I was delighted to represent a recent client with his unfair redundancy situation. Read on for my client’s story and how I helped.
My Client’s Story
For a number of years, my client had suffered bullying at work from his Line Manager. He had raised Grievances regarding his Line Manager’s behaviour and made Human Resources aware of his concerns. However, nothing had been done.
Like many others, in March 2020 the company had to go into lockdown. My client was never required to go on furlough, although there was some reorganisation necessary so that he could undertake all his work from home.
Despite the difficult trading conditions, my client ended the year with an exceptional performance both personally and for his team. Therefore, it was a surprise when he received notification in January 2021 that the company wanted to make him redundant.
How Did I Help?
I undertook a Fixed Fee Consultation with my client. Following an in depth assessment of the situation, we concluded that his employer was using the Coronavirus Pandemic to opportunistically put him at risk of redundancy. Indeed, at the point when my client was being notified of the redundancy situation, the company were actively recruiting for a role which encompassed a great deal of his responsibilities. My client was adamant that the whole redundancy situation and the decision to choose him as the only person to be made redundant was because he had raised complaints about his Line Manager.
I assisted my client in responding to the proposed redundancy. In so doing, we set out in detail why the company had no legitimate reason to put him at risk, let alone actually terminate his employment on the grounds of redundancy.
In any event, my client stated that he wanted to leave. He felt he could not continue the relationship with his employer given all that had happened. The redundancy notification was the last straw for him. He instructed me to undertake negotiations for an exit package so he could leave his employment.
After some negotiation and a great deal of posturing by the company, we were able to achieve a settlement my client was happy with. A Settlement Agreement was produced whereby my client waived and settled all his rights and claims in exchange for a significant amount of compensation. My client was doubly pleased to have achieved the settlement as he had found a new position with a new employer to begin almost immediately after his employment terminated.
My Client’s Comments
I was delighted to have helped my client and was pleased he was so happy with the outcome. I was grateful for his comments below: –
“Once again, I owe you a huge thanks for your outstanding work…. I have read your summary and, as you can imagine, I am in awe…. Thanks ever so much.”
Lincs Law Employment Solicitors Can Help You
If you are going through a redundancy process at work and believe the way you are being treated is unfair, do not hesitate to contact us for an initial free consultation on 01522 440512.
Alternatively, if you would like more information about redundancy processes and possible claims for unfair dismissal at the Employment Tribunal, please visit our website at https://lincslaw.co.uk/services/employees/resignation-dismissal-and-redundancy/redundancy/
Sally Hubbard
Specialist Employment Law Solicitor
Lincs Law Employment Solicitors
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