The rise of redundancies
by Brad Askew, 21 December 2011
Redundancy can be a dreadful thing, and it seems to have become as widespread as the common cold since the recession kicked in and profits and shares started plummeting. More and more people are on the dole, while empty shops pepper the once bustling high streets, unable to keep up the fight against rising rents, the proliferation of out-of-town shopping centres and the convenience of shopping online.
While small and independent family businesses have inevitably felt the repercussions of the credit crunch the most, many factories and larger businesses have found themselves downsizing and closing down, laying off entire workforces as the demand for their services diminishes.
Some of the biggest-name companies in the UK have not escaped the wrath of the credit crunch either and for many, simply surviving, ensuring job security and economic stability have been the top priorities. Some have been more successful than others.
In the past week, the HMV Group have announced their plan to close down 60 of their stores across the UK because of free-falling sales. HMV have confirmed that there will be redundancies, although the exact figure has yet to be determined.
“Job for life” seems like an archaic statement from eons ago in the current economic climate. If a person has been selected for redundancy it is important that they are aware of their rights and how they are protected by the law ,so they are made redundant in a fair and just manner.
It is integral that employers follow stern rules that govern how they make redundancies, and employees should always be made aware of the terms of their redundancy, such as whether they are entitled to redundancy pay and why they are being made redundant in the first place.
It is not unheard of for some employers to discriminate against certain employees during the selection process, making people redundant for unfair or dubious reasons.
If you have been made redundant, and it was done under suspicious circumstances or felt unfair, don’t hesitate to consult a solicitor to discuss the details of your redundancy, and whether you have a case against your former employer.
UK employment law is set to evolve significantly in 2012, with new legislation on unfair dismissal and other things currently being mooted. It’s worth staying abreast of how the new legislation is going to affect you, even if you aren’t currently working. I hope to discuss the changes in a future blog.