Informing Employees about Insolvency – what employers need to know

Insolvency and Employees – communication and notifications to employees

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Informing employees about insolvency

There are strict legal guidelines covering how employees are to be treated before, during and following an insolvency action, these include communication methods and protected TUPE transfer rights after a business sale.

At Lawson West we have a large employment law team who can advise on the insolvency impact of any employee, and the correct procedure to follow. Every employee’s position is different based on the number of years they have been employed and their employee status, ie. full time or part time, temporary or permanent, bonuses to be paid, self-employed, holiday entitlements etc.

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Our experienced team of lawyers and solicitors is here ready to help you further in your employment situation due to your employer business being made insolvent. We can advise and provide support.

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*Please note this will be kept in strictest confidence and is required solely to ensure we do not have a conflict of interest according to SRA regulations. Information re other party (where applicable) is needed before we contact you. It will either be name and DOB of your ex-partner if it’s a family matter, or employer name if it’s an employment issue. The party *WILL NOT be contacted* by Lawson West.

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Informing Employees about Insolvency – what employers need to know

Contact Us Our experienced team of lawyers and solicitors is here ready to help you further in your employment situation due to your employer business being made insolvent. We can advise and provide support.

Meet the Team

Contact Us

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Contact Us
Our experienced team of lawyers and solicitors is here ready to help you further in your employment situation due to your employer business being made insolvent. We can advise and provide support.