Employment Tribunal rules in favour of sacked Evon Print Limited workers

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An employment tribunal ruled in favour of former Evon Print workers who have established that the print and design company based in West Sussex failed in their statutory duty to consult with them about impending redundancies.

The former workers pursued claims against the company when they were made redundant on 14 March 2017 without any consultation following the administration of the company.

The 26 Claimants were represented by Leeds-based Morrish Solicitors and all were awarded 90 days’ pay.[1]

On 1 August 2017, the London South Employment Tribunal upheld the claims about the failure in the company’s statutory duty to consult with them about impending redundancies finding them to be “well-founded”.

David Sorensen, Partner at Morrish Solicitors stated: “We are delighted to have been able to secure the best possible result in this case. We hope the Tribunal’s decision gives ex-employees of Evon Print Limited some sense of justice.”

[1] When a company intends to make more than 20 staff redundant there is a statutory period for consultation of a minimum of 30 days. That period is greater where over 100 staff are to be made redundant. Employers must appoint employee representatives (if no union is recognised) and must provide information to those representatives about the proposals to make redundancies and consult  about ways of avoiding redundancies, reducing the numbers or mitigating against the effects of those redundancies – Trade Union and Labour Relations (Consolidation) Act 1992 s188. A failure to do so gives rise to a claim for a Protective Award, and a Tribunal can award compensation of up to 90 days’ gross pay, in addition to any redundancy or notice pay they may have already received, no matter what their length of service. If successful, employees can claim up to 8 weeks of that from the government’s Redundancy Payments Office.

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