Wellington employment lawyers taking care of all your redundancy issues and processes
- Assistance with restructuring processes
- Consultation and feedback advice
- Relevant evidence for redundancy
Throughout Wellington, Lower Hutt, Kapiti and Petone.
Let the Wellington-based employment lawyers at Viv d’Or help you with the restructuring of your business
When a business requires restructuring Viv d’Or Employment Law in Wellington can assist both employers and employees throughout the process.
Employers are provided with a clear plan for the restructuring process so that any resulting redundancies are managed legally and effectively. Employees are supported through the process and guided as to their individual rights under employment contracts. If the restructuring process is unfair the employee may have grounds for a personal grievance due to procedural unfairness.
Should you need expert advice about matters relating to redundancy or any other employment law advice, call Viv d’Or Employment Law immediately.
Consultation process for redundancy
Employers must have genuine work-related reasons for making someone redundant such as financial, technological, market or product changes, or selling off the business.
It is important for employers to consult and discuss any proposed changes with the employee. By law, you must inform employees before making a decision that could adversely affect them, so that the employee has a chance to comment before any decision is made.
Feedback surrounding the redundancy process
When a business is sold or work is contracted out, employers must take the steps outlined in the employment agreement to protect employees. The employment lawyers at Viv d’Or Employment Law can advise on all employment contract issues around redundancy.
If staff are employed in particular jobs such as catering, cleaning, caretaking, laundry and orderly work then employers usually need to provide continuity of employment protection during the restructuring process.
Evidence supporting the redundancy proposal
Employers can only make employees redundant for valid business reasons and not for performance-related problems. As an employee, you may have grounds for a personal grievance if you think redundancy has been used incorrectly as a means of dismissal.
Redundancy compensation is only paid if employers and employees and/or their union specifically agree to it before or after the redundancy is planned.