WNG Group employees have a right to justice

Morrish SolicitorsEmployment, Site NewsLeave a Comment

We are offering assistance to employees of WNG Group (trading as Wachem, I Love Products and Sutton Manufacturing Solutions), as a result of the organisation’s recent administration announcement.

East Yorkshire-based WNG Group, manufacturer and retailer of personal hygiene products, ceased trading upon the joint administrators’ appointment at the end of February, forcing them to make all 72 employees redundant.

The administrators said that despite significant investment in production facilities in Hull and a strong customer base, the business had struggled for working capital due to a competitive market and pricing pressures.

We urge former staff members to contact our employment law team for advice and representation following this sudden announcement.

WNG Group and Duff and Phelps (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 WNG 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).

Morrish Solicitors regularly pursues protective award claims on behalf of employees. We have recently won Protective Award claims for over 250 former City Link employees and over 100 Phones 4U employees who were made redundant without consultation – obtaining 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 dismissaldiscrimination 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 from WNG 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 protected] and we will get back to you as soon as possible to discuss.

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