Employment Law

Redundancy Solicitors for Employers in Solihull

Practical advice on planning redundancies, consulting employees and managing a fair process that reflects your business’s needs.

At Pearcelegal Solicitors, our employment law team for businesses advises employers in Solihull and the West Midlands on redundancies under the law of England and Wales. We can identify the correct procedure, advise you on compliance, and prepare the required documents.

Section 139 of the Employment Rights Act 1996 defines when a dismissal is treated as a redundancy. The definition covers business or workplace closure. It also applies where the employer's need for employees to carry out work of a particular kind has ceased or diminished, or is expected to do so.

A genuine redundancy situation supplies a potentially fair reason for dismissal. Fairness also depends on the procedure followed. You should normally warn affected employees and consult them while the proposal can still change. You may also need a fair selection exercise and a search for suitable alternative employment.

Additional duties apply if you propose 20 or more redundancy dismissals at one establishment within 90 days. You must consult appropriate representatives. Individual consultation is also required. Minimum periods apply before the first dismissal. You must also notify the Redundancy Payments Service within the required timeframe.

We can review the business case and explain which duties apply. We can then help you manage consultation and record each decision.

If your business is considering redundancies, contact Pearcelegal on 0121 270 2700 to arrange a free 30 minute consultation. You can also contact us online.

Our redundancy services

Your redundancy process should reflect the reason for the proposed change and the number of employees affected. Our services include:

Reviewing the business case for redundancy
Advising on ways to avoid dismissals
Identifying affected roles
Creating appropriate selection pools
Drafting objective selection criteria
Reviewing proposed scoring systems
Advising on discrimination risks
Preparing at-risk letters
Planning individual consultation
Advising on collective consultation
Preparing information for employee representatives
Advising on representative elections
Supporting consultation meetings
Reviewing employee counterproposals
Advising on suitable alternative employment
Drafting redundancy outcome letters
Calculating statutory redundancy pay
Reviewing contractual redundancy schemes
Checking notice entitlements
Supporting redundancy appeals
Advising on settlement agreements
Responding to Acas early conciliation
Defending employment tribunal claims

Why choose Pearcelegal?

Pearcelegal has advised clients from The Square in Solihull town centre for more than 40 years. When you ask us to support a redundancy process:

We explain the procedure in plain English.
Your advice reflects the proposed changes in your business.
We help you plan consultation before decisions are finalised.
Our solicitors prepare letters that match the stage you have reached.
We identify points that may lead to unfair dismissal claims.
We assess possible discrimination issues.
We remain available as questions arise during consultation.
We agree our charges before work begins.

Get in touch

A redundancy process should begin with a clear business proposal and enough time for consultation. Pearcelegal can advise before you announce the news. We can also review a process that has already started.

Contact Pearcelegal on 0121 270 2700 to arrange a free 30 minute consultation. You can also complete our contact form.

Frequently asked questions

Should employees have a right of appeal?

Offering an appeal can help identify errors in the selection or consultation process before employment ends. You need to explain to affected employees how to appeal and set a reasonable deadline. Where possible, appoint someone who did not make the original decision and always record the appeal outcome in writing.

Must I look for alternative employment?

You should search for suitable vacancies in the organisation and with associated employers. Give employees enough information to assess each role. If statutory priority protection applies to an employee because of pregnancy or relevant family leave, you must offer them a suitable available vacancy before other employees at risk.

How much notice must I give?

Under section 86 of the Employment Rights Act 1996, an employee with at least one month's service is entitled to one week's notice until they complete two years. Notice then increases by one week for each complete year of service, subject to a maximum of 12 weeks. Apply a longer notice period if the employment contract requires one.

How much statutory redundancy pay is due?

An employee normally needs two years' continuous service to qualify. Section 162 of the Employment Rights Act 1996 calculates the payment based on age and completed years of service. Service is capped at 20 years. For dismissals on or after 6th April 2026, a week's pay is capped at £751, and the maximum statutory payment is £22,530. A contractual scheme may pay more.

How should employees be selected?

Decide which employees belong in the selection pool before applying any criteria. The pool should usually reflect the work that is being reduced. Use relevant criteria supported by evidence. Apply them consistently. Adjust attendance records where an absence is protected or connected with disability.

What are the collective consultation rules?

You must consult appropriate representatives if you propose at least 20 redundancy dismissals at one establishment within 90 days. Consultation should address avoiding dismissals or reducing their impact. It must start at least 30 days before the first dismissal takes effect. The period increases to 45 days if you propose 100 or more dismissals.

Must I consult fewer than 20 employees?

There is no statutory minimum period for individual consultation if you propose fewer than 20 redundancy dismissals. You should still consult each affected employee before reaching a final decision. Acas advises genuine and meaningful consultation. An eligible employee may rely on a consultation failure in an unfair dismissal claim.

When does a redundancy situation arise?

A redundancy situation may arise if the business closes or stops operating at the employee's workplace. It may also arise where your need for employees to carry out work of a particular kind has ceased or diminished. Expected closures or reductions are also covered.