Former LimeLight Sports Ltd employees to take legal action

Morrish Solicitors’ employment team is preparing to take legal action against LimeLight Sports Ltd. We have been contacted by a large number of former employees, who were made redundant when the company fell into insolvency.

After more than 30 years of trading, the London-based sports marketing group has entered into administration. The decision came after LimeLight Sports Ltd sold its subsidiary company, LimeLight Sports Club Ltd, to Y11 Sport & Media Holdings Ltd, an investment group based in Hong Kong.

As a result, LimeLight Sports Ltd became insolvent, and it made redundancies without any advance warning or consultation with staff. Staff who lost their jobs without any advance consultation could each be awarded up to 90 days’ pay by making a protective award claim.

Lawrence Ofori, solicitor in our employment team said:

“The effects of the Covid19 pandemic (although a distant memory to some) is still being felt amongst the sports hospitality sector. So often it is the case that employers fail to inform and consult their staff who may be at risk of redundancy, leaving them helpless and often unable to plan for the future.

Fortunately, affected employees who are successful in a protective award claim (whilst it may be a slight consolation), are able to recover up to 90 days’ gross pay. A protective award claim can present a welcome relief, in the short term, offering some support to those affected in reducing their losses.”

Former employees should be aware that there is no minimum length of service required to make the protective award claim, and those affected should come forwards to enforce their rights.

A failure to follow a consultation process could lead to employees being able to claim protective award compensation from an Employment Tribunal of up to 90 days’ pay. Such a claim could be pursued if:

  • 20 or more people were made redundant at the same workplace and;
  • There was no information and consultation process, or it wasn’t carried out correctly prior to making redundancies.

If you’d like to consider taking legal action, contact our employment team confidentially now for more information.

Find out more by reading our FAQs.

There are strict Tribunal deadlines within which to pursue these claims, so you mustn’t delay if you believe you may be affected.