That's who I did mine with. They were very good, sent the proposed agreement and then spoke on phone.
www.leighday.co.uk
www.slatergordon.co.uk
www.keystonelaw.com
www.bindmans.com
That's who my union used too. They were very easy to deal with.
Oh yeah - I have used them as well. Forgot about them, but happy to recommend them, too.
it is a requirement of settlement agreements, which it seems this is. Although you may wish to ask the solicitor to advise as to WHY they are doing a settlement agreement rather than just making you redundant - you need to make sure there is something in it for you, as settlement agreements are you giving up your rights in exchange for something you want. If you are entitled to a redundancy payment, and that is all you are getting (contractual as well as statutory) there is no need to sign a settlement agreement.
No worries, it's not an awful situation - I didn't love this job that much though I've liked the organisation and I may yet manage an internal move to something more interesting (I'm kind of hoping I might make it after a few weeks' paid holiday - there's nothing to stop me coming back albeit I'll have to pay tax on some of the settlement)
This is a compromise/settlement agreement, yes and you've been there less than two years? Tbh, these are generally pretty standard so if there's no potential challenge for sex/race/whatever discrimination then I wouldn't worry too much about it as it's just a standard part of the process.
Can you rejoin so soon after being made redundant and accepting a redundancy payment? I thought the possibility of a new job was to avoid redundancy? I thought it was either redundancy or a new job within the same organisation, not both.
Ask the lawyer! That’s the kind of thing they’re advising on - the consequences of signing this agreement.
I used them too. My union, Unite, uses them. They were quick and are strong on employment law. Mine did my last redundo agreement.
You'd think internal HR teams would be a bit more proactive and actively try to redeploy those at risk into suitable internal roles, rather than put the onus back on the at risk people to repeatedly chase them.
Glad you've clarified. Can imagine that some folk going through the same process might be thinking of spending their redundancy pay on a nice family holiday or a car or a big ticket item/appliance for the home, not realising that if they get a job in a different department it will be repayable.
No statutory redundancy in this example as Cloo has said she has less than two years service
Double check this with the lawyer Incase there is something in the documentation which does stipulate a minimum time frame before you can return to work with the same company. I know when I went through this in 2010 my paperwork had a clause stating no return before 2 years had elapsed otherwise there were financial penalties I would have been liable to.
