In these unprecedented times, Axiom Stone Solicitors will, in common with other businesses, be following the Government's official advice on social distancing and social isolating.

Public health measures must have the highest priority and, as a result, some staff will be working from home. Also, our offices will be closed to visitors.

However, we wish to reassure existing and potential clients that we will continue to provide the highest levels of service.

Please be assured we have a robust business continuity plan in place that is designed to minimise the impact on our service to you.

In addition, please continue to contact us electronically or by phone in relation to the progress of your matters or on any issues of concern to you.

Until further notice, service of claim forms, application notices and all other court documents and contractual notices must be made to our head office only (we shall not accept service through any other means). Our head office address is at Axiom Stone Solicitors, Axiom House, 1 Spring Villa Road, Edgware, Middlesex, HA8 7EB. We ask that all other correspondence be sent by email to the relevant member of Axiom Stone Solicitors. In the event that service of court documents or contractual notices is attempted by post, courier, DX, or fax to any address other than that of our Head Office, we cannot provide any assurance that they will be received or processed. We are grateful for your understanding at this time.

We will update this information regularly on our website (Please see COVID-19 Updates Here) and via social media.

Finally, we urge everybody to follow the official advice on fighting the virus outbreak so enabling you to stay safe and well.

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Redundancy

To be made redundant is to be dismissed by an employer because of a business closure, a site closure or because they no longer need the work that an employee does.

Note that there are special obligations on an employer who proposes to make at least 20 or more redundancies within a period of 90 days or less (collective redundancies) to:

  • Consult with representatives of the affected employees
  • Notify the Department for Business Energy and Industrial Strategy (‘BEIS’)

Failing which, they can be subject to a sanction of up to 90 days’ gross actual pay for each affected employee, that can be a substantial amount.

A fair procedure should therefore be followed in all cases that involves consultation with the employee and consideration of whether there is suitable alternative employment. Identifying whether the dismissal is fair is genuinely straightforward when a business or site closes, less so if an employer is reducing their workforce.

A dismissal may be unfair if:

  • An employer replaces a redundant employee, or intends to do so in the near future
  • An employer criticises an employee’s performance and then makes them redundant This may indicate that the dismissal is more about poor performance  than a genuine redundancy
  • Only one employee in a large team is selected for redundancy without any warning or process
  • The selected employee is pregnant or is the only employee from an ethnic minority, is disabled, gay or of a particular religion, in which case their dismissal may be unfair and discriminatory
  • An employee has had a poor relationship with their line manager, which might indicate their dismissal is for a reason other than redundancy