An employment contract will generally state the notice period an employer must provide if a member of staff is made redundant. If you’re facing this situation you should be paid for this statutory notice period, or alternatively, receive pay ‘in lieu of notice.’
Statutory notice periods in a redundancy process depend on the length of time you’ve worked for your employer:
You may also be eligible to contractual notice, which could be the same length of time as statutory notice. It can also be longer, but not shorter in duration.
You should receive your normal full pay for the entire statutory notice period if you work your usual hours. This also applies if you’re on holiday, sick leave, maternity, paternity, adoption, or parental leave.
You’ll receive your full pay if you’re at work. If not, and you’re on holiday or on sick leave, for example, your usual rate of holiday or sickness pay will apply.
In a redundancy process it’s common for employers to pay staff ‘in lieu of notice.’ This means you won’t work a notice period and your employment ends straight away, but you should still receive the full amount of notice pay as described above.
For more information on notice pay in redundancy, and how much you may be entitled to, contact our expert team at Redundancy Claims UK. We’ll assess your situation and ensure you understand your rights in the process.