In the case of a major reorganisation, this is usually the case: the decision is then subject to a duty to seek advice. We provide guidance throughout that process.
Do I need to draw up a redundancy plan?
Not always compulsory, but often advisable. We advise on a plan that is reasonable and ensures a smooth implementation.
How do I decide who will be made redundant?
Using the principle of proportional representation, based on age groups and length of service within interchangeable roles. We’ll do the calculation for you.
How can I protect myself as a client?
With a suitable contract for services and a way of working that reflects genuine self-employment. Marxman helps you to organise both effectively.
Is it about the title of the contract or the reality of the situation?
In practice, it is not the name of the contract that counts, but the actual performance of the work.
What are the risks of working with self-employed contractors compared to employees?
If the working arrangement turns out to be an employment relationship in practice, you risk facing additional tax assessments, social security contributions and fines. We will assess in advance whether your arrangement is tenable.
As an employer, am I allowed to ask about the nature of my employee’s illness?
No, you are not allowed to do that. Your employee’s privacy imposes limits on what you may ask and record. Marxman advises employers on how to act within the rules.
Can I change my employees’ terms and conditions of employment?
Not necessarily. You should take into account acquired rights, such as bonuses. Whether a unilateral change is permitted depends on the circumstances; we can advise you on the scope of your options.
Does a dormant employment contract end automatically?
No. A dormant employment contract does not end automatically and may lead to unexpected obligations. We can advise you on the options available for terminating it correctly.
