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Month: August 2025

From Lotus Supercars to Super Job Cuts: What Lotus’ Redundancies and Restructuring Mean for UK Employees

Posted on by Justine Hatcher

Major UK Job Losses Announced by Lotus Cars

In a significant development for the UK automotive sector, Lotus Cars has announced plans to cut up to 550 jobs—nearly half of its workforce at its Hethel base in Norfolk. The restructuring comes amid rising global pressures, including US tariffs and shifting production strategies, sparking fears of a broader “Quit Britain” trend among manufacturers.

Why Is Lotus Restructuring?

Lotus, owned by Chinese automotive giant Geely, is adapting to a rapidly changing market. The company has cited the need to align operations with demand and streamline its business model to remain competitive. Despite previous assurances that the Hethel site would remain secure, the proposed redundancies have raised concerns about the future of UK-based manufacturing.

What This Means for Employees

For the 1,300 staff at Hethel, the announcement has triggered uncertainty. Redundancy consultations are now underway, and local authorities have pledged support. However, the emotional and financial impact of such large-scale job losses is significant.

Employees Should Consider:

  • Understanding your rights under UK employment law.
  • Reviewing redundancy packages carefully, including notice periods and severance pay.
  • Seeking legal advice if you believe the process has been unfair or discriminatory, or for advice on Settlement Agreements.
  • Exploring retraining opportunities in emerging sectors such as electric vehicle technology or green manufacturing.

Legal Considerations for Employers

Employers planning redundancies must follow strict legal procedures to ensure compliance and fairness. This includes:

  • Collective consultation where 20 or more redundancies are proposed.
  • Providing adequate notice and redundancy pay.
  • Offering support services such as career transition and mental health resources.
  • Documenting the business rationale for restructuring decisions.

Comment from João Madeira, Solicitor at Lawson West Solicitors

“Large-scale redundancies, such as those announced by Lotus, are a stark reminder of the legal and emotional complexities involved in workforce restructuring. For employees, it’s vital to understand your rights during the consultation process, including entitlement to redundancy pay, notice periods, and the possibility of challenging unfair dismissal. For employers, navigating restructuring lawfully requires careful planning, transparent communication, and compliance with collective consultation obligations.

At Lawson-West, we support both individuals and businesses through these transitions—whether you’re an employee facing redundancy or an employer managing change. Our goal is to ensure fairness, legal compliance, and a smooth path forward for all parties involved.”

Need Advice on Redundancy or Restructuring?

Whether you’re an employee affected by job cuts or an employer planning a restructure, our Employment Law team is here to help.

📞 Call us on 0116 212 1000
 
Contact Us
 

We’re committed to supporting individuals and businesses through change with clarity, compassion, and legal expertise.

When restructure comes knocking: plan your moves, know your rights!

Posted on by Justine Hatcher

A recent business survey shows UK businesses continue to cut payroll at an elevated rate despite increased activity in other parts of the economy. Augusts’ flash PMI from S&P Global recorded the 11th consecutive month of private sector job cuts and illustrates an approximate of 50,000 jobs being cut during the month; a stark reminder that both companies and workers must prepare for possible restructuring.

Despite output rising, many businesses face an uneven demand and rising staff costs; a combination that forces management to consider headcount reduction or more substantial reorganisation. The increase in aggressive cuts, leading to restructuring, faces a growing risk, that in the absence of legal planning there is then potential for unfair dismissal claims, costly settlement agreements and potential reputational damage.

Restructuring without regrets

As an employer, considering restructuring, you ought to consider the potential consequences in failing to adhere to a legally complaint redundancy scheme. Should the need arise, an employer should:
  1. Explore alternatives to redundancy: redeployment, shorter hours, pay renegotiation and voluntary exists are, just to name a few, alternatives to redundancy.
  2. Prepare a fair selection process: having an objective criteria, scorecards, and documentation are potential grounds to eliminate bias in the process of selection for redundancy.
  3. Early engagement with employee reps: commencing consultations in good faith may reduce the risk of tribunal proceedings and help surface alternatives.
With over 60 years of collective employment law experience, we are able to draft and run legally compliant collective and individual consultation processes, draft settlement agreements and negotiation support, provide TUPE advice on transfers and more.

Redundancy doesn’t mean powerless

As an employee, being made risk of redundancy, it is understandably an emotional predicament, but there are several routes available including:
  1. Requesting coherent communication: if your offered redundancy, a clear explanation as to why is mandatory and therefore by requesting written details of why and how you were selected, and the opportunity for alternative roles, this ensures your position is correctly identified.
  2. Check your contract and length of service: this will allow you to understand your redundancy pay and notice entitlements.
  3. Seek Legal Advice: if a redundancy seems to be a disguise for dismissal (e.g. selection appears unfair), reach out to our Employment Law department imminently as limitation periods are not extensive.
With a client focused mindset, we are able to conduct one to one redundancy and settlement advice, conduct a merits assessment in assessing prospects for an unfair dismissal claim under a conditional fee arrangement (no win no fee) and more.
If you’re an employer planning on restructure or an employee facing redundancy, ensuring legal steps are followed, early on, can minimise costs and risks. Our excellent team our able to help clients design and run fair, defensible and commercially sensible restructuring.

How we can help

With offices in Leicester and Market Harborough our employment solicitors and lawyers can discuss your employment law support needs at any of our branches. In addition, we are a national provider of expert employment law advice and welcome a free discussion with you regarding your circumstances and potential claim.

If you believe you have a situation where you require free legal advice and support, please contact us on telephone 0116 212 1000 or 01858 445 480, alternatively complete the free Contact Us form and we will get in touch as soon as possible.

Pregnancy or Maternity and Redundancy: What Are Your Rights?

Posted on by Justine Hatcher

Pregnancy and maternity are protected periods under UK employment law, and employers must tread carefully when redundancy situations arise involving employees who are pregnant or on maternity leave. The law offers strong and extended protections to prevent unfair treatment and automatic dismissal during these vulnerable periods.

Under the Protection from Redundancy (Pregnancy and Family Leave) Act 2023 and its supporting regulations, from 6 April 2024, redundancy protections were significantly extended. Here’s how they apply now in 2025:

Extended Priority for Suitable Alternative Employment

Previously, only employees on maternity leave had the right to be offered any suitable alternative vacancy before others at risk of redundancy. Now, this right extends:
  • From the moment you notify your employer of your pregnancy, not just when maternity leave begins.
  • Through your entire maternity leave, and
  • For 18 months after the child’s birth (if you’ve taken maternity leave).
This is not just a right to be considered—you must be offered the role ahead of others, even if they are better qualified.

What Is a “Suitable Alternative Vacancy”?

A role is considered suitable if it:
  • Is appropriate in terms of status and duties.
  • Has terms and conditions that are not substantially less favourable than your existing role.
If such a role exists and your employer fails to offer it to you, your redundancy could be automatically unfair, even if the overall redundancy process is otherwise lawful.

What Employers Must Do

If redundancy genuinely affects your role, your employer must:
  1. Ensure the redundancy selection process is fair and objective.
  2. Avoid discriminatory criteria (e.g. absence due to maternity or pregnancy-related illness).
  3. Identify and offer any suitable alternative roles before others.
  4. Document all decisions clearly and provide you with proper consultation throughout the process. 

If You Suspect Unfair Treatment

If you believe you were selected for redundancy due to your pregnancy or maternity leave—or not offered a suitable role—you may be able to bring a claim for:
You do not need two years of service to make these claims. The protection applies from day one of employment.
Claims should be brought within three months (minus one day) of the act complained of, typically the dismissal date.

How we can help

With offices in Leicester and Market Harborough our employment solicitors and lawyers can discuss your employment law pregnancy or maternity discrimination claim at any of our branches. In addition, we are a national provider of expert employment law advice and welcome a free discussion with you regarding your circumstances and potential claim.

If you believe you have a situation where you require free legal advice, please contact us on telephone 0116 212 1000 or 01858 445 480, alternatively complete the free Contact Us form and we will get in touch as soon as possible.

The Role of Executors in UK Probate

Posted on by Justine Hatcher
Executors and the Probate Process
When a person dies leaving a valid Will, they usually name one or more executors to administer their estate. Executors play a central role in the UK probate process, acting as the legal representatives of the deceased and ensuring that their wishes, as set out in the Will, are carried out. This role carries both legal authority and significant responsibility.

Appointment and Legal Authority

Executors are appointed in the Will itself. Their authority to act comes into effect immediately upon death, but in most cases, they will need to obtain a Grant of Probate from the Probate Registry before they can deal with certain assets, such as property or bank accounts. The grant confirms their legal right to administer the estate.

Key Duties of an Executor

The role of an executor is multifaceted and can be time‑consuming. Core responsibilities include:
  • Locating the Will and securing assets – Ensuring property, valuables, and important documents are safe.
  • Identifying and valuing the estate – Compiling a full inventory of assets and liabilities, including property, investments, personal possessions, and debts.
  • Applying for probate – Completing the necessary forms and paying any probate application fees.
  • Paying debts and taxes – Settling outstanding liabilities, including Inheritance Tax, Income Tax, and other obligations.
  • Distributing the estate – Transferring assets to beneficiaries in accordance with the Will, once debts and taxes are cleared.
  • Keeping records – Maintaining accurate accounts of all transactions for transparency and potential legal scrutiny.  

Legal and Financial Responsibilities

Executors have a duty to act in the best interests of the estate and its beneficiaries. They must follow the law, avoid conflicts of interest, and act impartially. Failure to fulfil these duties can result in personal liability for losses caused by mistakes or negligence.

Challenges Executors May Face

While some estates are straightforward, others can be complex—particularly where there are disputes between beneficiaries, overseas assets, or unclear provisions in the Will. Executors may also face emotional strain if they were close to the deceased. In such cases, professional advice from solicitors such as Lawson West can be invaluable.
The executor’s role is vital to ensuring a smooth and lawful administration of an estate. It demands organisation, diligence, and a clear understanding of legal obligations. For those asked to serve, accepting the role should be a considered decision—balancing the honour of carrying out a loved one’s final wishes with the practical and legal responsibilities it entails.

If you are an executor and would like to discuss how Lawson West can help, please do not hesitate to Contact Us.

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