High street retailer Wilko has announced more than 1,300 redundancies after the company dropped into administration last month.
PWC, the company’s administrators, confirmed that job cuts will come from the closure of 52 stores nationwide and at two distribution centres in Worksop and Newport.
This week, fellow retailer B&M entered into an agreement to acquire a portion of the company’s properties but that unfortunately means that not all of Wilko’s 400 stores will remain open and has already resulted in these redundancies.
While administrators are still seeking a deal to save further stores and jobs, it is an understandably worrying time for Wilko employees.
If your job is at risk of redundancy, it is important you’re aware of your rights and the responsibilities of your employer. There are several steps you can take to prepare for any discussions of redundancy with your employer.
Employment Contract – If you’re not already aware of your entitlement with regards to notice period and redundancy pay, you should check the relevant section of your employment contract. You should be aware that the company may also have a contractual redundancy policy which may entitle you to enhanced payments.
Consultations – In cases where a company is proposing to make redundancies on a large scale (from 20 upwards), it is a legal requirement that a collective consultation takes place between the employer and a representative. During these consultations, the employer must follow a set procedure covering ways to avoid the redundancies, the reasons for redundancies, keeping further redundancies to a minimum, and limiting the effects on employees involved. You may choose to seek legal advice at this stage to ensure your employer is following the correct procedure and to understand your legal position.
Settlement Agreements – You may be offered a settlement agreement in cases of compulsory or voluntary redundancy. A settlement agreement will outline the terms of any financial deal you have been offered by your employer alongside details of your redundancy. A signed settlement agreement will only be considered valid if independent legal advice was sought by the employee prior to signing. The employee will be advised on the terms of the agreement and any effects the signing of it will have on them.
Employment Law Advice – As you can imagine, seeking legal advice early can help you to understand your position and negotiate the best possible redundancy package. In some cases, you may even be able to protect your position at work.
Speak to an Employment Specialist at Farleys
Farleys’ specialist employment law team are very experienced in advising employees through the redundancy process. Let us take the stress out of the situation for you. Call us today on 0845 287 0939, get in touch by email, or use the online chat below.