We were contacted by Mr S who approached us for advice because his employer had selected him for redundancy. He considered that this was unfair because his role still existed in the new structure and he considered that the real agenda behind his dismissal was due to his age (he was in his mid 50s). We assisted him throughout the grievance and appeal process but the employer chose to dismiss in any event. We lodged a claim at the Employment Tribunal for unfair dismissal on age discrimination. Following several months of negotiation, a significant settlement sum was obtained.
Mr W approached us when he had been dismissed summarily by his employer. Without any warning, his employer had called him into a meeting and advised him that "things aren't working out” and that he should go immediately. We wrote very detailed and robust letters on behalf of Mr W outlining his potential claims and were able to negotiate a significant settlement without the need to lodge a claim at the Employment Tribunal. As part of the negotiation, Mr W achieved out-placement counselling and a glowing reference which would not have been available to him had he proceeded to Tribunal.
Mrs L needed advice about being told without warning that her services were no longer required. She had not been given any notice or any redundancy pay. Once we were instructed we managed to negotiate without litigation her notice pay, redundancy pay and backdated holiday pay for 6 years. In addition, her former employer paid her legal fees which would not have been recoverable in the Employment Tribunal.