Redundancy

Redundancy can be lawful, but only if the need is genuine and the process is fair. Get it wrong and you risk claims for unfair dismissal, discrimination or protective awards. We help you manage redundancy with care, clarity, and legal confidence, from initial planning to final decisions.

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Redundancy

Reviewing business case and timing

To confirm if redundancy is the right route, we’ll assess your business rationale, workforce data, and timings. Our goal is to reduce risk while helping you move forward.

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Individual consultation and selection pools

We design compliant processes, identify selection pools, draft correspondence, and prepare selection matrices and interview checklists. It’s all about making the process transparent and fair.

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Collective consultation and HR1 requirements

If you’re making 20 or more roles redundant, we’ll guide you through collective consultation rules. From choosing representatives and preparing meeting scripts to drafting HR1 notices, we’ll make sure you meet your legal duties and timings.

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Objective, equality-compliant selection criteria

We craft measurable, evidence-based criteria that are measurable and compliant. It’s about getting the right outcomes without legal exposure, reducing discrimination risk and improving defensibility.

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Calculating redundancy and notice entitlements

We verify statutory and contractual redundancy pay, holiday pay, notice pay and PILON, ensuring accurate calculations and compliant communications.

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Defending Employment Tribunal claims

If a claim is made, we’ll stand with you. We have deep experience defending employers in unfair dismissal claims, protective award claims, managing strategy, pleadings, evidence and representation.

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Questions we’re often asked

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What is a genuine redundancy?

A situation where your business no longer needs work of a certain kind or in a particular location.

When do we need collective consultation?

If you’re proposing to dismiss 20 or more people at the same site within a 90-day period.

How long does consultation need to last?

At least 30 days if 20 to 99 people are affected, and 45 days for 100 or more.

How is statutory redundancy pay calculated?

It depends on age and length of service, using a capped weekly wage and maximum number of years.

Do we have to offer other roles?

Yes. If you have suitable roles available, you must offer them. There's a statutory trial period too.

Can selection use “last in, first out”?

Only if it’s combined with objective, fair criteria, and doesn’t create legal risk.

Trusted by organisations, families and professionals across the UK

Georgia was incredibly helpful throughout the process of reaching a settlement with a previous employer. Georgia took the time to understand my personal situation and provided clear, considerate, and professional guidance at every stage. Her support made a complex process much easier to navigate, and I felt reassured knowing I was in capable hands.

Employment Client

Trusted by organisations, families and professionals across the UK

Chris is a great listener, clear communicator and, in my opinion, a genuinely good, kind human being. I have no hesitation in recommending Blacks in Leeds for any legal matters you may have; you'll be in good hands.

Employment Client

Trusted by organisations, families and professionals across the UK

I have dealt with Chris Allen recently concerning some rather upsetting and extremely delicate matters. Chris and the team have proved to be reassuring, down to earth and absolute consummate professionals.

Employment Client

Trusted by organisations, families and professionals across the UK

Blacks helped us think beyond the sessions by supporting us to consider how the legislative changes translate into day to day behaviours and what this means for our culture in anticipation for our policy to be launched. This has supported follow on training delivery internally surrounding misogyny, misogynoir and trans-misogyny.

Employment Training Client

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We had an excellent experience working with Blacks. From the moment we reached out to request training, they responded quickly and took the time to meet with us early on to understand our needs and the wider organisational context. They were patient and flexible as we worked through our planning.

Employment Training Client

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Ellie was absolutely amazing through the whole process. She made me feel at ease and was very efficient at replying to my emails and queries. I would also like to say a thank you to Jemma who was the first one I engaged with and made me feel comfortable and less anxious.

Employment Client

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I worked with Tom during a very stressful and time-sensitive settlement, and I’m genuinely so grateful for his support. From the start, he was calm, practical and incredibly thorough, which made a huge difference at a point when everything felt overwhelming.

Employment Client

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The service was 11 out of 10! Ellie kept me on the straight and narrow. She navigated the legal side and the emotional side incredibly well. She advised me brilliantly and I couldn’t be happier with that

Employment Client

Trusted by organisations, families and professionals across the UK

Euan Lawrence helped me with a HR issue with a former employee, and I was extremely impressed by his professionalism and the clarity of his advice in translating complex legal ease for the less legally minded individuals such as myself – I would fully recommend.

Employment Client

Trusted by organisations, families and professionals across the UK

Outstanding service from start to finish. The team’s work rate, speed of response, and legal knowledge were second to none. They consistently went above and beyond to get things done efficiently and with care. Special thanks to Richard P and Pete K for their exceptional support – true professionals!

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Experts in every area

Managing Partner

Ellie Broadhurst

Associate Solicitor

Jemma Fieldsend

Georgia Jeonney

Partner and Head of Employment

Graduate Solicitor Apprentice

Partner and Head of Employment

Anna Schiavetta

Senior Associate Solicitor

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