If your company enters liquidation and you lose your employment, you may be entitled to redundancy and other employee payments. We’ll help you understand your position, the evidence you need and what happens next.
Free initial assessment · Personally reviewed · No obligation
Many directors assume that owning the business means they cannot claim redundancy. A director can also work under a contract of employment and may have employee entitlements when that employment ends.
The key is the reality of your role: the work you did, how you were paid and the evidence of an employment relationship. A claim is assessed on your individual circumstances.
Read our director redundancy article →Closing a company affects your income, your staff and your responsibilities as a director. We can discuss these together and explain the options in plain English.
Complete the short assessment below. Molly Monks F.I.P.A., our Licensed Insolvency Practitioner, personally reviews your responses and we contact you with tailored guidance.
This assessment does not produce an instant result or confirm a payment. If a claim may be possible, we’ll explain the evidence and next steps.
Prefer to talk first? Arrange a free consultation or call 0161 546 8143.
Employee status matters more than your job title. We review the facts of your role and pay before advising whether a claim may be possible.
We look at your contract, day-to-day work and the arrangements the company actually followed. A contract may be written or implied.
Payslips, P60s and bank statements help show how you were paid. Salary and dividends are considered separately.
Your redundancy and the company’s formal insolvency position need to be considered together. The Insolvency Service makes the final decision on an RPS claim.
Statutory redundancy pay normally requires at least two years of continuous employment.
Other claims, such as unpaid wages or holiday, have different conditions. Do not assume that shorter service rules out every payment.
Read Acas guidance on redundancy pay →Eligible claims are subject to statutory rules and limits. The payments available depend on what the company owes you and your individual circumstances.
A payment for eligible employees who are made redundant, calculated using age, continuous service and pay within the statutory limits.
Certain wage arrears and other contractual earnings may be covered, subject to the scheme’s limits.
Eligible accrued holiday or holiday taken but unpaid may be claimed within the statutory rules.
Compensation for eligible notice entitlement may require a separate application after the notice period has ended.
Missing pension contributions? Raise them with the insolvency practitioner dealing with the company.
Check the current payment rules and limits on GOV.UK →We help you understand where you stand and what to prepare. A government claim follows its own application and decision process.
Tell us about your role, pay, employment history and the company’s situation using the form below.
We contact you with tailored guidance on whether a claim may be worth exploring and what to check next.
Keep your contract, payroll records, bank statements and details of your work, holiday and employment dates.
The insolvency practitioner explains the formal procedure and provides the case reference needed for an eligible claim.
Apply to the Redundancy Payments Service for relevant payments. The Insolvency Service may request further evidence and decides entitlement.
Loss of notice pay requires a later, separate application. Follow the RPS instructions and seek advice promptly about deadlines.
Molly explains why a director may also be an employee, why evidence matters and how employee claims fit into a creditors’ voluntary liquidation.
Read the article and watch the video →
Molly Monks F.I.P.A. is the founder of Parker Walsh and a Licensed Insolvency Practitioner with more than twenty years’ experience supporting company directors.
She takes time to understand your circumstances before explaining your options clearly. You can discuss a possible redundancy claim alongside the company’s financial position, employee concerns and closure plans.
Based in Bramhall, Parker Walsh supports directors nationwide, with consultations by phone, video or in person.
Explore our resources on employee entitlements, liquidation and the records you will need.
How employment status affects a director’s claim, and the evidence that can support it.
Read article →A practical introduction to redundancy, wage arrears, holiday and notice claims when a company cannot pay.
Read article →Understand employee entitlements and the practical steps to take after redundancy.
Read article →Prepare payroll, bank statements, contracts and the other records needed during liquidation.
Read article →Understand how a creditors’ voluntary liquidation progresses, from initial advice to appointment.
Read article →Understand a director’s loan balance alongside your wider personal position when the company closes.
Read article →Understand redundancy, employee claims and the next steps following company liquidation.
View the free guide →Understand your responsibilities, the liquidator’s role and the information you need to provide.
View the free guide →Read about the process for closing an insolvent company and what directors can expect.
View the free guide →If you are unsure about your circumstances, complete the assessment or speak to Molly.
A director may also be an employee of the company. Ownership or a directorship alone does not determine entitlement; the evidence of employment and the circumstances of redundancy matter.
A contract can be express or implied. A written contract is helpful, but the Insolvency Service considers the wider evidence of how you actually worked and were paid.
Statutory redundancy pay normally requires at least two years’ continuous employment. Other employee claims have different conditions, so it is still worth reviewing any unpaid wages, holiday or notice entitlement.
Dividends are a return on share ownership rather than wages. We review your salary and dividend history separately when considering your employment position.
No. Molly reviews your responses and we contact you with guidance. The assessment does not confirm entitlement or guarantee a payment.
No. This is Parker Walsh’s free initial assessment. An eligible claim is made separately to the Redundancy Payments Service, which decides the outcome.
There is no standard amount for directors. The calculation depends on the payment claimed, age, continuous service, pay and the statutory limits that apply. We explain what information is needed before discussing a possible claim.
Yes. Molly can discuss the company’s options, employee claims and your responsibilities together, so you understand your next steps before making decisions.
Start your free assessment or speak to Molly about your company and your personal position.
