Hi all,
I am being laid off today (Jan 2026) and need urgent advice on whether I am entitled to Statutory Redundancy. The issue is whether my service is "Continuous" or "Broken." I have worked for the same Group (Cpl Group) for nearly 5 years, but I moved between their subsidiaries (Covalen and Flexsource).
My Timeline: March 2021 – Nov 2024: Worked for Covalen (Subsidiary A). Nov 2024 – Sept 2025: Worked for Flexsource (Subsidiary B). Sept 2025 – Present: Moved back to Covalen (Subsidiary A). Current Salary: €33k.
The Complication: These moves were not forced transfers (TUPE). I applied for the roles internally, technically "resigned" from one contract, and started the new one immediately with the sister company. There were no gaps in my employment (I finished one on Friday and started the next on Monday).
My Question: Does the "Associated Employers" rule (Redundancy Payments Act 1967) preserve my continuous service even though I voluntarily applied/moved between them? Scenario A: If service is continuous (Mar 2021 start), I have ~5 years service and am owed approx €5,400 statutory redundancy.
Scenario B: If the voluntary move broke my service, my start date is Sept 2025, so I have <2 years service and get €0.
Has anyone dealt with "Voluntary movement between Associated Employers" before? Does it break the redundancy clock? Thanks in advance!
It would be worth bringing your contract(s) to an employment lawyer for a consultation, they'll be able to advise if / how you can assert continuity of service.
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What does your newer contract say?
It would typically say what your continuous service date is.
I signed a new contract in 2025.
Clause 1.1 explicitly states: "Previous employment with this or any other Company... will not be considered as part of the Employee's period of continuous employment."
My Question: Does Section 16 of the Redundancy Payments Act 1967 (re-engagement by an Associated Employer) override this contract clause? Can I claim continuous service because they are all Cpl Group companies, or did I sign away my rights by agreeing to that clause in the new contract?
You most likely can assert continuity of service.
One follow-up question if you don't mind:
My contract tries to claim that previous service doesn't count (Clause 1.1), but it also has a 'Severability' clause saying anything contrary to legislation is void.
If HR pushes back, is it enough to just cite Section 16 of the Redundancy Payments Act 1967 regarding 'Associated Employers', or is there a more specific phrase I should use to remind them that the statute overrides the contract?"
I think that sounds like the best approach in terms of responding to pushback.
They haven't replied back to my email, and I doubt with hundreds of people last day today they'll have time to read it.
Hey. Sorry to hear about your job loss. I might be receiving the same news today.
Anyway, all I'll say is that that clause you're refering to is usually meant to cover periods in the past when you might have worked for the company, left for a period, and then come back. Not to create artificial breaks in service for what is effectively the same employer.
That's what I'd be saying as my interpretation of the clause and I'd be making it clear when there's any pushback that I'd look to the courts if needed to interpret it if there's a disagreement.
The cost of defending something like that for statutory redundancy isn't worth what they'd save.
Often with layoffs, companies will also offer some money towards legal advice. Last time I went through this 3 years ago it was fantastic to have a solicitor's email address to request information on my behalf to the HR rep dealing with it. They're not paid enough to argue with lawyers, and most companies want a clean break. So showing that you're willing to pull in legal help is showing strength and will make them less likely to piss around the edges of letting you leave quickly and cleanly.
Best of luck.
Did HR not give you information on what the expected payout will be?
Ring WRC helpline 0818 808090 for information on your situation
I have nothing to add except that Cpl are scummy fucks. Have your paperwork and contract to hand to refute anything they say. God luck
CPL are just a recruiter aren't they? You were working a contract for one of their clients. Unless you were actually directly working for CPL as a recruiter or payroll of something? You might be out of luck since you took a new contract, you effectively ended your previous contract. There is no continuation here.
People actually work for CPL, you do know that, right? And they're multinational?
Under Irish law, that's most likely incorrect, especially as OP left one sister company on the Friday and started at the other sister company the following Monday.
Read the full comment before calling me out. I did ask if they were working for cpl or just working a contract from them. It completely depends on whether or not they're a cpl employee or a contractor and OP hasn't clarified which they are.
I worked for CPL, fulltime.
100% you have 5 years continuous service. This could possibly be argued if they have a resignation letter from you for each transfer, then there might be a slight case to argue.
The best advice so far is call the wrc number, they will give you the factually correct advice and help you get your entitlements.