Uckfield Matters Magazine - August 19 #144

REDUNDANCIES SEEKING ARE HELP A FACT OF LIFE
Redundancies WHEN are a fact of life YOU nowadays and NEED is one of the IT statutory MOST
reasons for an
employee to be fairly dismissed from their employment. The other fair reasons are conduct,
Specialist Personal Injury Lawyer, Jon Wilson, of Dawson Hart explains why
capability, statutory illegality, and a category called ‘Some Other Substantial Reason’.
seeking early help when you suffer an injury from an accident is so important.
REDUNDANCIES ARE A FACT OF LIFE
For a redundancy dismissal submitted grievances and
Redundancies “I recently acted are for a fact client, of life nowadays recently obtained an out of
to be lawful, and there is one must of the statutory might be reasons regarded for an as
employee Mr A, who to was be involved fairly dismissed in a from be court a genuine their settlement employment. redundancy for him of The other troublesome fair reasons might are find conduct,
capability, road traffic statutory accident. illegality, He was and situation. a over category £200,000. The called employer’s Mr ‘Some A was Other themselves Substantial in Reason’. a redundancy
working as a Pizza Delivery business delighted must and be: has decided pool of one, or possibly two
Driver when he was knocked • to use Ceasing the money or intending in order that the process
For a redundancy dismissal to set up submitted
to cease to carry on looks more grievances legitimate. and All
off his moped due to the to his be own lawful, business, there must which will might
the business for the the circumstances be regarded as in each
negligence of another driver be help a genuine secure redundancy
a future for him troublesome
purposes of which redundancy dismissal might find must
situation. The employer’s themselves
and suffered a serious leg and the his employee family. They was can now
be looked at in carefully a redundancy to
business must be:
pool
injury.
move employed on with their by it;
determine of one, whether or possibly the two
lives.”
• Ceasing or intending in employer order that has the acted process fairly.
• Ceasing or intending to
The accident was traumatic As to well cease helping to carry on looks more legitimate. All
cease to carry on that
for Mr A, who has not been you the
business recover business the in the right for the the circumstances in each
place Most employers want to act
purposes of which redundancy dismissal must
able to return to work since compensation where the employee for your fairly and lawfully towards
the employee was be looked at carefully Jon Wilson is a
it happened. ROBIN He has WILLLIAMS had to injuries,
was so
we
employed;
can also protect
or their employees and may
employed by it;
determine whether the
endure two operations on
•
your
Having
funds
a
by
reduced resort to labelling Specialist a dismissal Personal
SOLICITOR/CONSULTANT
setting up a
employer has acted fairly.
• Ceasing
requirement
or intending
for
to as a ‘redundancy’ Injury so the Lawyer
his leg and has been left personal cease
employees
injury to carry
to
trust
carry
on if that you
out
are employee does at not Dawson have Hart
with a permanent limp and on business benefits. work of a
in
particular
the place
kind
Most to face, employers eg, a disciplinary want to act
where
discomfort.
or to do
the
so
employee
at the place
fairly procedure. and lawfully It is important towards for
If you would like to find out
ROBIN WILLLIAMS was
where
so
the
employed;
employee
or their employers employees and employees and may
We SOLICITOR/CONSULTANT
were able to obtain an • more, Having was please employed a reduced contact to work. Jon resort to always to labelling take proper a dismissal legal
interim payment for him at an Occasionally, Wilson requirement jw@dawson-hart. advice to avoid any pitfalls or
employers
for
as a ‘redundancy’ so the
potential tribunal claims.
early stage, which assisted might co.uk.
employees
dress Jon up is an
to
a different accredited
carry out employee does not have
with his day to day living type
work
member of dismissal
of a particular
of the Solicitors’ as a
kind to face, eg, a
You
disciplinary
can contact
redundancy.
or to do so
For
at
example,
the place procedure. It
Robin
is important
Williams
for
on
expenses during a very tough Regulation Authority’s
an employee
where the
who
employee employers and
has
01825
employees
762281
time for him, his partner and Personal was employed Injury panel to work. to always take proper legal
advice to avoid any pitfalls or
his children.
Occasionally, specialising employers in serious injury
MON-THURS: 8AM-6PM might (5PM FRI) FIRST SATURDAY OF
potential
EVERY MONTH:
tribunal
9AM-12PM
claims.
We issued court proceedings and clinical
dress up
negligence
a different
work.
type of dismissal as a
You can contact
against Tel: the driver 01825 and 762281 redundancy. For example, www.dawson-hart.co.uk Robin Williams on
an employee who has
01825 762281
MON-THURS: 8AM-6PM (5PM FRI) FIRST SATURDAY OF EVERY MONTH: 9AM-12PM
Tel: 01825 762281
www.dawson-hart.co.uk