No Written Notice of Redundancy.. Payment in Lieu?

Not correct in all aspects.

For example, the suggestion that the OP should have been given the opportunity to seek legal advice refers only to situations where an employee is being offered a supplementary payment in excess of the statutory minimum.

The logic here is that an employee is being asked to waive his employment rights in exchange for the additional payment. The legal advice would be to ensure that the agreement is legitimate. Where a redundancy payment is limited to statutory, there’s no small print that needs to be checked.

I knew straight away the amount on the cheque did not include the 8 weeks 'payment in lieu' of written notice but as I did not have a breakdown of the payment I thought it best not to say anything at the time.

How much was the check for? By that I mean, was there any time in lieu, or just the redundancy?
What 'damage limitation' have they atempted. Surely damage limitation is simply 6/8 weeks pay on top of statutory redundancy.

It's common for people to miscalculate severance pay. Double check your calculations.

So you were very much aware of the redundancy for several months, but don't have anything specific in writing.

How were you made aware of it?

Whilst the WRC does very much side with the employee where obvious wrong has been done, it may see this differently as you have been aware of the issue for a substantial time and the simple question will be asked - did you not request any exact date.

You've been there 15+ years and instead of sitting down and discussing it, you are looking at a WRC case - and the risk of publicity.

The WRC (and ANY court) is a last resort after all other possible avenues are exhausted.

Do yourself a favor and discuss it with your employer of 15+ years - they at least deserve that.

The employer is in technical breach by not providing 8 weeks written notice. If the OP makes a complaint he will win.

Whether the OP feels he should make a complaint in the circumstances is another matter and one only he can decide upon.

It's possible that you'll receive the pay in lieu separately, in my case it was processed through payroll after I'd finished up

Again, your employer should be able to clarify this. It really sounds like they're figuring this out as they go, but it's on them to follow the process and they can hire consultants to do it for them

Incorrect.

There are substantially greater requirements for "collective redundancy" situations, which kick in at 5+ redundancies out of 21-50 staff (and higher starting points for larger companies).

Information on Citizens Information is necessarily general, and often incomplete, sometimes outdated.

More useful info about redundancy situations is found here:

https://enterprise.gov.ie/en/what-we-do/workplace-and-skills/redundancy-payments/

By the time the OP takes a case to the WRC, I would image that the company here will have been wound down, and there will be literally no legal entity left that could make a payment, if one was ordered.

Many posters here are giving advice from large /multi-naitonal perspectives, which don't translate very well to small companies that are shutting up shop because no one will buy them.

The OP would be best served getting the soon-to-be-former-business-owner to agree to be a reference. Potentially they could refer the OP directly to others in the industry who may have jobs.

Pay in lieu of notice wouldn’t be part of a redundancy payment. Redundancy payment is a tax free lump sum. Pay in lieu is normal pay, it’s taxed and will appear on your final payslip along with holidays, and final week(s) hours.

Which was why I mentioned to check payslip.

When did you find out the company was to be sold, wasn’t being sold etc. where any of those in writing?

As above, notice pay is salary as is administered through payroll as normal.

Redundancy pay is treated separately, not least for tax purposes, and would never be lumped in with a salary payment.