Being told your job is at risk can make everything feel uncertain, especially when meetings, payment figures and deadlines arrive together. Understanding redundancy rights in the UK helps you distinguish what your employer must do from what it may choose to offer. The essentials are a genuine redundancy, fair selection, meaningful consultation, proper notice and any redundancy pay you qualify for.
The main rules below apply to England, Scotland and Wales. Northern Ireland has separate employment legislation and some different payment limits.
When is a redundancy genuine?
Redundancy generally means an employer no longer needs as many employees to carry out particular work, or a workplace or business is closing. A reorganisation can qualify, but changing a job title does not automatically make a dismissal genuine. If substantially the same role continues and someone else fills it, ask how the redundancy situation arose.
A genuine business reason is only the beginning. The employer must also follow a fair procedure and consider ways to avoid dismissal.
Your right to redundancy consultation
Consultation should happen while proposals can still change, not after your dismissal is effectively decided. You should have an opportunity to understand the reasons, challenge assumptions and suggest alternatives such as redeployment or reduced hours.
Individual and collective consultation
For fewer than 20 proposed redundancies, Great Britain has no fixed statutory minimum consultation period, but the process must still be fair. Ask for the reasons and selection details in writing.
When an employer proposes 20 or more redundancies at one establishment within 90 days, collective consultation rules normally apply. Consultation must start at least 30 days before the first dismissal takes effect for 20 to 99 proposed redundancies, or 45 days for 100 or more. Employers consult union or elected employee representatives, while still addressing individual circumstances.
Since 6 April 2026, the maximum protective award for failing to meet collective consultation duties in Great Britain has increased to 180 days’ pay. This is a possible tribunal award, not an automatic payment. The change does not apply in Northern Ireland. More detail is covered in a guide to the redundancy consultation process.
How fair redundancy selection works
Where similar jobs remain but fewer employees are needed, an employer should define an appropriate selection pool and apply fair, objective criteria. Skills, qualifications and documented performance may be relevant. Scores should rely on evidence rather than personal preferences.
Selection must not discriminate because of age, disability, race, sex or other protected characteristics. Selecting someone because of pregnancy, maternity leave, trade union activity or certain protected employment rights can also be unlawful. Attendance scoring needs care where absences relate to disability or family leave.
Ask which roles were included in the pool, how criteria were weighted and how to challenge your scores. Financial pressure does not excuse unfair selection.
Statutory redundancy pay: eligibility and calculation
Employees with at least two years’ continuous service normally qualify for statutory redundancy pay. The calculation uses age during each complete year of service, up to 20 years: half a week’s pay per year under age 22, one week’s pay per year aged 22 to 40, and one and a half weeks’ pay per year aged 41 or over.
For redundancies taking effect from 6 April 2026, Great Britain’s weekly pay cap is £751 and maximum statutory redundancy pay is £22,530. Northern Ireland’s corresponding weekly cap is £783, with a maximum payment of £23,490. Your contract may offer an enhanced package.
For example, an employee aged 35 with seven complete years of service, all between ages 22 and 40, and relevant weekly pay of £600 would ordinarily receive seven weeks’ statutory redundancy pay: £4,200. Notice pay and unused holiday pay are separate. Check the underlying dates and earnings with a guide to calculating redundancy pay.
Qualifying redundancy and termination payments are generally tax-free up to a combined £30,000 threshold. Wages, holiday pay and payment in lieu of notice are normally taxable.
Redundancy notice and final payments
Statutory redundancy notice in Great Britain is at least one week after one month to two years of employment; one week per complete year between two and 12 years; and 12 weeks for 12 years or more. Contractual notice may be longer, never less than the legal minimum.
You may work your notice or receive payment in lieu where properly arranged. Check your final payslip for notice pay, accrued untaken holiday, wages and redundancy pay as separate items. A single lump sum does not prove everything is included.
Alternative jobs and time to find work
An employer should consider suitable alternative vacancies before dismissal. Suitability depends on duties, location, hours, pay and personal circumstances. Employees who are pregnant or within specified maternity, adoption or shared parental leave protection periods have priority for offers of suitable vacancies.
A new role can normally be tried for four weeks without automatically losing redundancy pay rights. Unreasonably refusing suitable employment may affect entitlement, so record concerns promptly.
Employees with at least two years’ continuous service by the end of notice can request reasonable time off to seek work or arrange training. Statutory pay for this time is capped at 40% of a week’s pay, though employers can offer more.
What to do after an at-risk letter
Bring your contract, payslips and job description to consultation. Ask how your role was chosen, what vacancies exist and whether there is an appeals process. Keep dated notes and copies of correspondence.
Imagine a team reducing four positions to two. If one employee receives a poor attendance score because of disability-related absences, that is a concrete reason to request a review. Ask for the scoring evidence before the process ends.
If you suspect unfair dismissal or discrimination, seek advice promptly from Acas, your union or an employment solicitor. Many tribunal claims have a deadline of three months less one day, subject to specific rules and early conciliation. Claims for statutory redundancy pay can have different deadlines. Guidance on challenging an unfair redundancy dismissal may help you identify your options.
Frequently asked questions
Can I get redundancy pay with less than two years’ service?
Usually not statutory redundancy pay, but contractual or discretionary compensation may be available. You may still have notice rights and protection against discrimination or automatically unfair dismissal.
Can I be made redundant during maternity leave?
Yes, where the redundancy is genuine and the process lawful. However, eligible employees have priority rights to suitable alternative vacancies, and maternity leave must not be the selection reason.
Can I appeal a redundancy decision?
Ask for an internal appeal, explaining errors in scoring, consultation or vacancy consideration. Do not let an appeal cause you to miss a tribunal deadline.
Does voluntary redundancy affect my rights?
Volunteering does not necessarily remove statutory entitlements. Confirm payment, notice, leaving date and any settlement terms in writing before agreeing.
Know your rights before leaving
Employee redundancy rights cover more than a final payment. Consultation gives you a voice, fair selection guards against arbitrary decisions, and notice and redeployment rights shape what comes next. Check each entitlement separately, document your questions and obtain advice early when something does not add up.
