Directors Redundancy Pay Guide

Directors Redundancy Pay Guide

If you are a Director you may not be aware that you are entitled to claim Statutory Redundancy Payments, Directors who can prove their status as an Employee of the business may qualify for a number of statutory payments.

 

Proving your Status

You need to prove your status as an Employee to enable any Statutory Payments following the Liquidation, this must prove that you held more than just an ‘advisory or non-executive role in the running of the business.

You do this by completing a form which is obtained by the Insolvency Service, you will need to complete the relevant details as below:

 

• You had a Contract of Employment
• Did you as a Director work at least 16 hours a week
• The Company has been incorporated for more than two years
• You will need to add details of your day-to-day responsibilities in the running of the business

 

How is the status decided?

At this stage the 4 points above need to be satisfied by the Liquidator, for example, that you took an active day-day role in the business, had a relationship that was on a par with other Employees in the business, and took a PAYE salary, then the Statutory Payments may be eligible.

 

What about the need for a Contract?

A key part of the status test is the Contract of Employment, the Liquidator will question what existed between both parties, and this can then impact how your status is viewed by the Liquidator.

It is normally one of the first questions the Liquidator will ask, it is worth noting there are many types, but crucially the question to be answered will be:

What type of contract of employment existed?

It is always advisable as with Employees to ensure Contracts are in writing, this is the easiest way to prove the status, to be legal it necessarily not be though, if the Liquidator can establish the other points above for an example that the Director is on the PAYE scheme, with similar hours and had a relationship that was on a par to other Employees in the business, this would then suffice as an oral or implied Contract and would satisfy the Liquidator.

Oral or implied terms would mean the Liquidator looks at other areas of the relationship and this can take longer. It is always the best option to ensure that you can easily prove your employment by having a Contract of Employment in force.

 

How to claim redundancy pay

Prior to making a claim you will need to discuss your individual circumstances with the Liquidator and complete the Insolvency Service form.

There are varying statutory payments available to Directors if their status as an Employee is proven, it is interesting that they do not differ from that of what an Employee is entitled to.

 

You can expect to receive – Redundancy pay

Where you are made redundant on or after 6 April 2017, you would be able to claim redundancy payments of £538.00 per week (£560.00 in Northern Ireland), up to a maximum of £16,140.00 (16,800.00 in Northern Ireland). Redundancy payments up to £30,000.00 are tax-free.

You will receive, according to your age:

• Under 22                        0.5 weeks’ pay for every year of service
• Between 22 and 40        1 week’s pay for every year of service
• 41 years old or older      1.5 weeks’ pay for every year of service

This is capped at 20 years of service.

Statutory amounts are correct as of 2020.

 

What about Salary and holiday pay

You will also be entitled to claim for unpaid wages up to a max of 8 weeks, and up to 6 weeks of holiday pay for holidays accrued but not taken.

 

Notice Pay and Payment

Payment instead of notice will apply in redundancy cases, this means your employment can be ended without notice being given. You will be paid 1 week’s pay for each year of full employment (up to a maximum of 12 weeks), instead of receiving notice.  Your Contract of Employment (where you have one) may offer enhanced notice periods.

 

Are there any timeframes

Claims for redundancy payments should usually be made within 6 months of the date of liquidation, although this can be extended to 12 months, in certain cases.

 

Who deals with Redundancy and how do you proceed?

All claims, if accepted, are paid by the National Insurance Fund.

Insolvency and Redundancy as we can see is not just for the purpose of Employees, the process is the same and any Employees that are entitled to do so can use the Redundancy Payments Service, part of the government’s Insolvency Service, to claim statutory redundancy pay.

At HR and You Ltd we offer a comprehensive redundancy service and can provide you with not just correspondence, we also deal directly with your Employees in an empathetic and supportive manner.

 

 

How can we help?

We are experts dealing with your contractual obligations, we can assist with any restructuring you are seeking support with, and we can assist you with advice, guidance, and support, should you require agreements creating bespoke  Contracts, we are experts in this area; you can contact one of our team today and we can assist you; contact us on: 0333 0069489 or email us on: [email protected]

 

 

Disclaimer

This article contains a general overview of information only. It does not constitute, and should not be relied upon, as legal advice. You should consult a suitably qualified lawyer on any specific legal problem or matter.

HR and You Ltd, owns the copyright in this document. You must not use this document in any way that infringes the intellectual property rights in it.  You may download and print this document which you may then use, for your own internal non-profit making purposes. However, under no circumstances are you permitted to use, copy, or reproduce this document with a view to profit or gain.

In addition, you must not sell or distribute this document to third parties who are not members of your organisation, whether for monetary payment or otherwise.

This document is intended to serve as general guidance only and does not constitute legal advice. The application and impact of laws can vary widely based on the specific facts involved. This document should not be used as a substitute for consultation with professional legal or other competent advisers. Before making any decision or taking any action, you should consult a HR and You Ltd Consultant or a member of our legal team.

In no circumstances will HR and You Ltd, or any company within HR and You Ltd be liable for any decision made or action taken in reliance on the information contained within this document or for any consequential, special or similar damages, even if advised of the possibility of such damages.