We are offering assistance to employees of ALNO UK as a result of the organisation’s recent announcement that it has entered into administration.
ALNO UK, the retail and commercial kitchen supplier, made 160 employees redundant with immediate effect on 22 September across sites in Wolverhampton, Leeds and Sevenoaks. We understand this has resulted from their parent-company, based in Germany, entering formal administration in July this year after failing to attempt a restructure.
We urge former staff members who have been made redundant to contact our employment law team for advice and representation following this sudden announcement.
A company is under a duty to collectively consult where it proposes to dismiss 20 or more employees at one workplace within a 90 day period. Collective consultation means telling employee representatives what is happening, telling them that redundancies are looking likely and consulting about ways of avoiding them, keeping numbers to a minimum and/or mitigating the effects of them.
If this does not happen, employees may be entitled to claim up to 3 months’ pay for a protective award. This is in addition to any payments for redundancy pay and notice pay. If a company is insolvent, the Government’s Redundancy Payments Office will guarantee up to 8 weeks of the value of a protective award claim subject to any deductions (but they will only pay this if they have an Employment Tribunal Judgment ordering a protective award to be paid).
Morrish Solicitors LLP regularly pursues protective award claims on behalf of employees. We recently won protective award claims for over 250 former City Link employees, over 100 Phones 4U employees and other companies, including Austin Reed, Turners Fine Foods, Paperlinx and Low Cost Travel. The individuals in these cases were made redundant without consultation and Morrish Solicitors LLP secured an Employment Tribunal Judgment for 90 days’ gross pay for each employee.
We are very experienced in such claims, assisting people with all shapes and sizes of problems at work, as well as representation in the Employment Tribunals (such as in Unfair Dismissal, discrimination and contractual claims) and Courts.
Employees should note that there is a general time limit of 3 months (less one day) from the date of the act complained of to bring most types of claims in the Employment Tribunals, subject to any extension by way of use of the ACAS Early Conciliation process. We are unable to give more detailed advice about time limits at this stage but employees should have regard to them. If missed, an employee will automatically be prevented from pursuing a claim.
If you have been made redundant without consultation please do not hesitate to get in contact with our expert employment law team as soon as possible for no-obligation advice and assistance with your case.
If you have any further questions, please email us at firstname.lastname@example.org and we will get back to you as soon as possible to discuss.