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Hewett's Legal Corner #39 - October 2015

In this edition of Hewett's Legal Corner, Michelle Chamberalin, Employment Director at Thursfields Solicitors shares some advice surrounding the key steps to be followed when dealing with Redundancy Notice Periods.

Dealing with Redundancy Notice Periods
In any business restructure or redundancy programme, there are a number of steps to follow.  Often forgotten, is the fact that an employee working their notice and with two years’ service is entitled to a reasonable amount of paid time off to:

1.    Look for another job (eg visiting job centres/ agents/attending interviews)
2.    Attend training to help them find another job (eg CV writing courses).

Most employers take a flexible approach and want to assist the employee in finding new work as best they can.  But if finances are stretched, it is worth noting that whilst there is no defined limit on what is “reasonable time off” to be taken during a notice period, an employee’s pay for time off can be capped at 40% of a weeks’ pay.

For specific advice on restructure and redundancy please contact mchamberlain@thursfields.co.uk


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