We were contacted by an employee who sought advice on a redundancy process. The employee considered that he should not have been placed “at-risk” or included in the redundancy selection pool. We assisted him throughout the process, speaking with him in advance of the consultation meetings to offer advice on the questions he should be raising, the selection criteria and the alternatives to redundancy he could suggest. Having made representations at the meetings and suggesting to his employer that his dismissal was predetermined and unfair before the process concluded, the employer offered a settlement agreement. We advised the employee upon the terms to ensure he understood the implications of entering into the agreement and that he was waiving his rights to pursue any claims arising from his employment or its termination. We were able to negotiate an enhanced settlement package to provide him with some financial comfort to enable him sufficient time to find another role.