Many thanks for your patience, it is appreciated. I am now pleased to be able to provide further assistance with your query. First of all, I am sorry to hear about the issues brought up by this. It must be a frustrating situation to be going through.
The starting point is that when an employee is made redundant by their employer, they will have a minimum entitlement to receive certain payments. These are as follows:
- Notice pay for their contractual notice period, which must be at least as long as their statutory entitlement (1 week’s notice for every full year of continuous service, up to a maximum of 12 weeks). The employer would either have to allow the employee to work that notice period and pay them as normal, or they can decide to pay them in lieu of notice. That is when they are paid for the equivalent of the notice period but their employment is terminated immediately and they are not expected to work through their notice period.
- Statutory redundancy pay, which you can calculate here: https://www.gov.uk/calculate-your-redundancy-pay
- Holiday pay for accrued, but untaken holidays in the current holiday year
Any enhanced redundancy payments are not a legal requirement and would be at the employer’s discretion. They would only be obliged to pay these if they were a contractual benefit, which basically means it was stated in your contract of employment and clearly something that was guaranteed to you in the event of redundancy. If it was not a contractual benefit and paid at the employer’s discretion, they could have withdrawn it at any time, even without notifying you – doing so would have only been an ethical issue, rather than a legal one.
So unless the enhanced redundancy was a contractually guaranteed benefit, you would not have had a right to it in the first place and it would have only been payable at the employer’s discretion.