Guide to bumping in redundancy
Where you have put a role at risk of redundancy always consider (and record the process of your consideration) the possibility of bumping i.e. offering the more senior employee at risk of redundancy the role of a more junior employee.
You can, of course, decide that bumping is not appropriate. The following are some examples of relevant factors which may support you reaching such a conclusion;
- The difference between the two jobs including pay;
- The length of service of the two employees;
- The qualifications of the two employees.
Failure to consider bumping is often used by employees at risk/dismissed for redundancy to attack the fairness of the redundancy process.
If you need advice or have any questions in relation to redundancy planning, please contact David Greenhalgh on 020 3 603 2177.
Common Questions Answered
Why do I need a lawyer to review my settlement agreement?
UK law requires independent legal advice to be taken before a settlement agreement can become legally binding. Without it, the agreement is unenforceable. An experienced employment lawyer will ensure you understand every clause and that your interests are fully protected.
How much does it cost to get a settlement agreement reviewed?
Your employer will usually pay for you to get independent legal advice on the terms and effect of your agreement. This is standard practice and is typically written into the agreement itself as a contribution towards your legal costs.
Can my settlement agreement be improved?
Often, yes. David regularly negotiates for increases in value, better exit terms and stronger protections for his settlement agreement clients. Even where an employer presents a figure as “final”, there is frequently room to negotiate.
How long does the process take?
With David, many clients get to sign-off in a matter of days if all they need is advice and sign-off. On urgent agreements David provides a same-day service, so a tight deadline is never a barrier to getting the right advice.
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