Redundancy Solicitors for Employees
Specialist redundancy solicitors in London and the South East – guiding employees and senior executives through every stage of the process.
Expert legal advice – wherever you are in the redundancy process.
Redundancy can feel deeply personal, even when your employer says it’s just business. Whether you’ve been put at risk of redundancy, offered a settlement agreement, or suspect the process isn’t fair, it’s natural to feel uncertain about your rights and next steps.
At Thomas Mansfield, our redundancy solicitors help employees and senior executives understand their rights and options throughout the redundancy process. We’ll guide you through it, advise you on how to best protect your legal position and support you in securing fair terms and planning your next step.
We’re ranked in the Legal 500, accredited by Lexcel for client care, and members of the Employment Lawyers Association. Our redundancy solicitors are accessible in London and the South East and available for remote consultations.
When redundancy feels unfair – it might be unlawful
Redundancy is lawful when there’s a genuine business reason and a fair process. But not every employer gets it right.
You may be:
- Selected unfairly – without clear criteria or explanation.
- Excluded from consultation – or brought in at the last minute.
- Overlooked for alternative roles – despite being suitable.
- Targeted for other reasons – such as performance concerns, whistleblowing or taking maternity leave.
Call our employment law team on 0204 571 1443 or
What should a fair redundancy process look like?
Redundancy is only lawful when it meets strict legal criteria. Your employer must be able to show there’s a genuine business reason and follow a fair, transparent process. That includes:
- Warning and consultation – You must be given reasonable notice that your role is at risk of redundancy and invited to meaningful consultation.
- Fair selection – If you have colleagues with the same or similar role as you, your employer should apply clear, consistent and objective criteria to ensure fairness when selecting individuals.
- Consideration of alternatives – They should look for suitable alternative roles and offer them to you if available.
- Proper notice and payment – You’re entitled to notice, redundancy pay (based on your length of service), accrued but untaken holiday pay and any outstanding contractual entitlements.
- Right to appeal – You must be given the opportunity to challenge the decision if you believe it was unfair.
Redundancy for senior executives – handling exits with care and strategy
Executives, shareholders and directors facing redundancy often encounter more complex issues – including restrictive covenants, bonus schemes, share options, confidentiality clauses and negotiated exits. In many cases, the process is shaped by board-level dynamics or handled behind closed doors.
Our redundancy solicitors provide strategic, discreet advice to senior executives – reviewing contracts, negotiating settlement agreements and protecting your position. Where needed, we’ll push for improved terms or challenge the redundancy altogether.
Use our redundancy pay calculator
Statutory redundancy pay is based on your age, length of service and weekly pay.
Use our statutory redundancy pay calculator to estimate what you could be owed or get in touch for a detailed assessment of your full entitlement.
Our calculator provides a quick and easy starting point, helping you understand the minimum you should receive under the law. But it won’t account for things like enhanced redundancy terms in your contract, bonus entitlements or discretionary payments – all of which can make a significant difference, particularly at senior level.
That’s where our redundancy solicitors can help. We’ll review your contract, consider any benefits or incentives that may apply and make sure your employer is offering everything you’re entitled to. If there’s room to negotiate, we’ll give you clear, strategic advice on how to approach it.
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Meet our employment law partners
Why choose our redundancy solicitors.
- Specialist advice at every level – We’ve supported individuals across all sectors and seniorities – from first-time employees to board-level executives – navigating everything from standard redundancies to complex negotiated exits.
- Trusted for quality – Recognised in the Legal 500, accredited by Lexcel for excellence in client care and members of the Employment Lawyers Association.
- Flexible & accessible – Meet us in person across London and the South East or remotely from anywhere.
- Focused on your outcome – Whether you’re looking to stay, negotiate better terms or challenge the process, we’ll give you clear, strategic advice tailored to your goals.
Call our employment law team on 020 4579 5997 or
Need advice on redundancy? Start with a confidential chat.
If you’ve been dismissed without proper notice, pay or process, we’re here to make sure you’re treated fairly – and get what you’re owed.
Frequently asked questions
What redundancy pay am I entitled to?
If you’ve been made redundant and have at least two years’ continuous service, you’re usually entitled to statutory redundancy pay. This is based on your age, length of service (up to 20 years), and weekly gross pay (subject to a legal cap). Some employers offer enhanced redundancy pay, depending on your contract or workplace policy. You may also be entitled to notice pay, accrued but untaken holiday pay and other contractual benefits. Want to see what you could be owed? Use our redundancy pay calculator to get a quick estimate - or speak to us for tailored advice.
What redundancy pay am I entitled to – and how is it worked out?
Statutory redundancy pay depends on your age, length of service and weekly earnings, up to a legal maximum. Some contracts offer enhanced pay. You may also be entitled to notice pay, holiday pay and other benefits. Use our redundancy pay calculator to estimate your entitlement or speak to us for advice tailored to your circumstances.
What if I think my redundancy is really about something else – like performance or discrimination?
If you're being made redundant but something doesn’t feel right - for example, your role still exists, no one else is affected, or there have been recent issues around performance or conduct - it may be worth exploring whether redundancy was the true reason. Employers must follow a fair and genuine process, with a legitimate business reason for redundancy. If the real motive was something else, such as discrimination or avoiding proper procedures, you may have a claim. Your redundancy solicitor will help you review what’s happened and take steps to protect your position.
What happens to my bonus, shares or long-term incentives if I’m made redundant?
That depends on your contract, bonus scheme rules and timing. You may lose some entitlements unless the agreement or policy says otherwise. In senior roles, these issues can significantly impact the value of your exit. We’ll review the terms, assess your rights and negotiate where possible to secure what you’re owed.
Is there a time limit to bring a claim if the redundancy was unfair?
Yes - you mustsubmit your claim to the employment tribunal within three months less one day from your termination date. However, this time can be affected by the Acas conciliation process, which can pause the time limit to allow for early conciliation. That’s why it's important to seek legal advice from a redundancy solicitor as soon as you think something may be wrong. We’ll help you understand the deadlines and take quick action if needed.
Do I have to accept an enhanced redundancy package or can I negotiate a better deal?
You don’t have to accept the first offer. If you’ve been asked to sign a settlement agreement, there is often scope to negotiate better financial terms or conditions. Our Settlement Agreements page explains the process and how we support employees in improving the deal on the table.
Can I challenge a redundancy decision?
Yes, if the process was unfair or the reason doesn’t seem genuine. Employers must consult properly, use fair selection criteria and explore alternatives before confirming redundancy. If you’ve been selected without explanation or overlooked for alternative roles, that may raise legal concerns. You may also be able to claim unfair dismissal if your redundancy is a cover for something else, such as performance concerns. Our employee solicitors review your situation, check whether the redundancy process has been followed correctly, and advise on the best course of action.
Can I be made redundant while on maternity or paternity leave?
Yes, but there are strict legal protections in place. Your employer must not select you for redundancy because you’re on leave - doing so could amount to discrimination or automatic unfair dismissal. You must be properly consulted and offered any suitable alternative vacancy before others. These protections apply whether you're on maternity or paternity leave, and failure to follow them could give rise to a legal claim. Our redundancy solicitors will help you understand your rights and support you if you’ve been treated unfairly during or after your maternity or paternity leave.
Contact us
Contacting the right person couldn’t be easier. Use our form or call us to speak to an experienced employment solicitor in confidence.
Please note we do not offer legal aid or no win no fee agreements.