All change for collective redundancy rules

January 4, 2013

In this article, we analyse recent changes to the law on collective redundancies and explain how we can help organisations going through restructures.

The facts

The law on collective redundancies changed in April 2013:

Despite the reduction from 90 to 45 days for the length of consultation, the upper limit for the protective award for failure to inform and consult or to elect employee representatives remains unchanged and is still 90 days uncapped pay for each affected employee.

Commentary

How can we help?

Abbiss Cadres’ combined offering of (i) law and tax; (ii) people consulting and (iii) communications enables our client’s people to be treated fairly, sensitively and with the minimal negative ramifications for the organisation.

We work alongside our clients to deliver their message of change to departing and retained employees and to ensure compliance with employment law and tax implications.

Resources

ACAS code practice ‘How to manage collective redundancies’

For further information or to discuss the issues raised, please contact Employment Partners Emma Clark or David Widdowson, or Head of Consulting Julia Lampshire on +44 (0)20 3051 5711 at Abbiss Cadres LLP, London – www.abbisscadres.com.

Disclaimer

Content is for general information purposes only. The information provided is not intended to be comprehensive and it does not constitute or contain legal or other advice. If you require assistance in relation to any issue please seek specific advice relevant to your particular circumstances. In particular, no responsibility shall be accepted by the authors or by Abbiss Cadres LLP for any losses occasioned by reliance on any content appearing on or accessible from this article. For further legal information click here.

To ensure compliance with requirements imposed by the IRS and other taxing authorities, we inform you that any tax advice contained in this article (including any attachments) is not intended or written to be used, and cannot be used, for the purpose of (i) avoiding penalties that may be imposed on any taxpayer or (ii) promoting, marketing or recommending to another party any transaction or matter addressed herein.

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If you would like to copy or otherwise reproduce this article then you may do so provided that: (1) any such copy or reproduction is for your own personal use or if it is made available to any third party it is done so on a free of charge basis; and (2) the article is reproduced in full together with the contact details, disclaimer and any logos as they appear on each article.

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CELIA Alliance
CELIA Alliance members are identified here. Members of the CELIA Alliance are each independent law firms and do not practice law jointly with any other member of the CELIA Alliance. “CELIA Alliance” and “CELIA” are not trading names. For more information about the CELIA Alliance click here.

Disclaimer
Content is for general information purposes only. The information provided is not intended to be comprehensive and it does not constitute or contain legal or other advice. If you require assistance in relation to any issue please seek specific advice relevant to your particular circumstances. In particular, no responsibility shall be accepted by the authors or by Abbiss Cadres LLP for any losses occasioned by reliance on any content appearing on or accessible from this newsletter. For further legal information click here.

Copying
If you would like to copy or otherwise reproduce this article then you may do so provided that: (1) any such copy or reproduction is for your own personal use or if it is made available to any third party it is done so on a free of charge basis; and (2) the article is reproduced in full together with the contact details, disclaimer and any logos as they appear on each article.

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