We are offering assistance to employees of Mark Group as a result of the organisation’s recent administration announcement.
Mark Group, the home insulation firm, e-mailed 1,165 staff based at its Leicester headquarters this week asking them to attend a meeting. They were told the company had gone into administration and 939 staff would lose their jobs with immediate effect.
We urge former staff members to contact our employment law team for advice and representation following this sudden announcement.
Mark Group and Deloitte (the Administrators) are under a duty to collectively consult where they propose to dismiss the employees (this duty applies to an employer where 20 or more employees are proposed to be dismissed at one establishment within a 90 day period).
If this does not happen, we believe employees may be entitled to up to 3 months’ pay for a protective award. This is in addition to any payments for redundancy pay and notice pay. If Mark Group is insolvent, the Government’s Redundancy Payments Office will guarantee up to 8 weeks of a protective award subject to any deductions (but they will only pay this if they have an Employment Tribunal Judgment ordering a protective award be made).
What does a Mark Group employee need to do to claim a protective award?
Bring an Employment Tribunal claim and obtain a Judgment. A Tribunal Judge will hear evidence and legal argument, following which a decision will be made as to whether a protective award will be made. A Tribunal claim needs to be started within 3 months of the date of dismissal, failing which the claim will be out of time and fail.
Morrish Solicitors regularly pursues protective award claims on behalf of employees. We are currently representing over 200 ex-Phones 4U employees and 250 ex-CityLink following the administrations of those businesses and we have recently acted for 184 former employees of a printing company, Bezier Limited, after it went into administration – obtaining 90 days’ gross pay for each employee.
Other large protective awards were secured for ex-employees of Oakworth Joinery, Jarvis and 2e2.
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.
You 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 you more detailed advice about time limits at this stage but you should have regard to the time limit. At this stage, we cannot take any responsibility for lodging any claim within that time limit – you have responsibility for doing so.
If you have been made redundant, or are facing redundancy from Mark Group, 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 email@example.com and we will get back to you as soon as possible to discuss.