Coutts Lawyers & Conveyancers is a powerful female-founded law firm with a core value system that puts people first. Our reputation as the legal business of choice in New South Wales is recognised by our many awards.
The team at Coutts have the expertise and experience to stand behind you and give you legal advice in a language you understand... without the legal jargon.
Coutts welcomes the opportunity to help you start a business, purchase a business, or sell a business in Australia.
Coutts Commercial and Business team takes pride in providing comprehensive legal services to businesses of all sizes.
At Coutts, our legal team offer the best service in a time where you feel at odds with the law.
Coutts provide expert legal advice in all employment related matters for both employers and employees including, but not limited to the following key areas.
Coutts provide legal advice in all areas of family law including; property settlements, divorce settlements, all types of parenting matters and the drafting of binding financial agreements and binding child support agreements.
At Coutts, we understand the devastating impact personal injuries can have, not only in a physical capacity, but also your emotional, mental and financial well-being also.
The important role conveyancers plays when people are buying and selling of property.
Have you been called as a witness by the Royal Commission into Violence, Abuse, Neglect and Exploitation of People with Disability? If so, you may be eligible to receive government funded legal representation.
A will is a legal document that specifies how you wish your assets and liabilities to be distributed following your death.
MANAGING REDUNDANCY THE RIGHT WAY
We acknowledge the complexities employers face when navigating redundancy situations in the workplace. Our experienced legal team is ready to provide specialised advice and strong representation to effectively manage these challenges. We are dedicated to assisting you through each step of the redundancy process, ensuring you have the necessary support and resources to implement redundancies appropriately and in compliance with legal standards.
Karena Nicholls Partner
A redundancy happens when an employer no longer requires the employee’s job to be done by anyone or becomes insolvent or bankrupt. Factors that may contribute to redundancy include restructures within an organisation, relocation of the business, new technology in place of manual labour, a downturn in sales or production or if a business closes down. Depending on your terms of employment and the nature of the company, there are certain criteria that must be met for a redundancy to be genuine. These criteria vary from person to person and include consultation regarding major workplace changes or severance pay depending on years of service.
An employee must be given written notice of a redundancy, in line with their period of continuous service. Employees over 45 years old who have been employed for at least two years receive an additional week of notice in their entitlements.
There are various eligibility requirements for an employee to be made redundant. For instance, the employee must have engaged in a period of continuous service with the employer for over 12 months. Additionally, they must be employed on a full-time or part-time status, NOT on a casual or temporary basis.
There may be other obligations and requirements that the employer and employee will be liable for. The team of Lawyers at Coutts will be able to assess your circumstances and advise you on the appropriate action to take.
At Coutts, we provide expert guidance to ensure that redundancy processes are conducted fairly, transparently, and in compliance with legal obligations. Whether it’s due to organisational restructuring, changes in technology, or business closures, our team helps you discern the criteria for genuine redundancy.
We assist in navigating the consultation processes for major workplace changes and determining severance pay entitlements. With in-depth knowledge of eligibility requirements and written notice regulations, we provide strategic advice tailored to your situation. If you need guidance on redundancies within your organisation, trust Coutts to provide clarity and actionable solutions.
Reach out to Coutts Lawyers via our website, phone, or in person. Briefly describe your matter.
Schedule and attend a meeting with a Coutts lawyer / Conveyancer to discuss the specifics of your matter and desired outcomes.
Share all related documents and information. Your lawyer / Conveyancer will review everything, clarify aspects as needed, and then advise on the best action course.
Based on the advice, an appropriate action plan will be formulated. This may involve communication, documentation processes, or further legal steps.
Execute the action plan, addressing a range of legal scenarios as necessary.
Navigate towards a resolution, with the path determined by the nature of the matter. Your Lawyer / Conveyancer will outline any final actions or considerations.
Meet Karena, a Partner at Coutts Lawyers & Conveyancers, and the head of our esteemed Injury Compensation and Employment Law teams. With over two decades of experience in the field of Insurance Law, Karena’s passion, dedication, and client-focused approach have established her as a leading authority in compensation and employment law.
A genuine redundancy occurs when an employer no longer needs an employee’s job to be performed by anyone, usually due to operational reasons like business restructures, advancements in technology, or downturns in sales. The criteria for genuine redundancy may vary but often include consultation about major workplace changes and severance pay considerations.
A redundancy is deemed genuine if the employee’s job is no longer needed. If a dismissal occurs for reasons other than operational requirements – for example, due to discrimination or retaliation – it may be considered an unfair dismissal.
Employees must be given written notice of redundancy corresponding to their continuous period of service. Employees over 45 years old with a service period of at least two years are entitled to an additional week of notice.
Generally, only full-time and part-time employees with a continuous service of over 12 months are eligible for redundancy. Casual or temporary employees are usually excluded from redundancy entitlements.
Employers should carefully evaluate the business needs, ensure they’re complying with all legal obligations, offer proper consultation to affected employees, and provide due compensation and support during the process.