Clients can react very differently to news that they’re being made redundant. For some they may be delighted that the opportunity to move on somewhere else, for some others it may be absolutely devastating news in terms of uncertainty and what do they do next. Also employers can handle the redundancy process very differently. For some, they might be tapped on the shoulder and sent home on garden leave, for others they may be given a full explanation of what’s happening and why and invited to a series of different consultation meetings. Whatever the approach that your employer takes or the reaction that you have, it can be very powerful to take legal advice at a very early stage of redundancy consultation process because you need to understand what it is that you’re going in with it and that is where I think a lawyer can add real value. I mean it could result in zeros to your compensation package and it can assist you take back some of the control in what may seem like an uncertain period of time. There are a number of considerations that you may want to think about. Is it more powerful to say very little in the first consultation meetings? Do you want to ask lots of probative questions and get a lot of information about what’s happening? Do you want to lay all your cards on the table? Do you want to keep them close to your chest? I think understanding your legal rights in the redundancy situation is very important in terms of you need somebody who understands the nature of your contract so they can tell you what your rights are under that contract. They also need to understand what the work is that you do and that’s the key and crucial legal question if you like in a redundancy situation. Anybody can say ‘we’re making you redundant’ but you’re only redundant if the work that you do is diminished or going elsewhere and I don’t think that you’re gonna get that specialist understanding of your role and the commercial reality of redundancy without contacting an employment lawyer.