Employment Lawyers Can Answer Your Employment Law Questions
Hello, my name is ***** ***** it is my pleasure to assist you with your question today. How long has she worked there for?
The employer can be asked to consider delaying the redundancy process in relation to your partner but often redundancies have to be done on short notice due to the needs of the business and in the circumstances the employer has to try and deal as best as possible with employees on sick leave. They would be expected to consult with all affected employees and if she is off ick and unable to attend consultation meetings then the employer should explore other ways of consulting, for example through the post, via email, etc. Just because she is on sick leave does not automatically make her immune from redundancy I’m afraid, although the employer should try to ensure any disadvantage she is placed under is minimised as much as possible.
In any event she cannot be forced to return early from sick leave, whether to the existing or new job.
In terms of the insurance she receives, whether that continues after termination of employment would depend on the terms of the specific policy she is insured under. Some may terminate oat the end of her employment, others may continue for a specific period afterwards – she needs to check that with the employer or insurance provider as it will vary from case to case.
Finally, legal aid – this is not available to employment cases. She may get some remissions on tribunal fees based on her earnings, but she will not get legal advice help – she needs to get this privately, through the Citizens Advice Bureau for free, or through any motor or home insurance policy she may have that could cover her for such disputes.
she can ask for the employer to make 'reasonable adjustments' which they must do in the case of disabled employees. These could include delaying the process in her case, or assigning her to a job without the need to apply. If she feels completely unsupported and the employer refuses to make any adjustments then she can consider going down the grievance route first and if she is made redundant, she can the make an unfair dismissal claim and /or a disability discrimination claim in the employment tribunal
Hope this clarifies your position? If you could please let me know that would be great, thank you. Happy to clarify anything further if needed too