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Your rights if you are made redundant — Articles

Redundancy is a specific legal category of dismissal — it means your role has ceased or diminished, not that you personally have done something wrong. Being selected unfairly for redundancy, or dismissed without following the correct process, can give rise to an unfair dismissal claim.

Who qualifies for statutory redundancy pay

You qualify if you have been continuously employed for at least two years and have been genuinely made redundant. The amount depends on your age, weekly pay (capped at £643 per week from April 2026), and number of complete years of service. The GOV.UK redundancy pay calculator works out your entitlement instantly.

The right to consultation

Before a redundancy takes effect, your employer must consult with you meaningfully. For collective redundancies of 20 or more people, collective consultation rules under the Trade Union and Labour Relations (Consolidation) Act 1992 require at least 30 days' notice to the Insolvency Service and consultation with employee representatives. Individual consultation must give you a genuine opportunity to suggest alternatives to redundancy.

Notice and pay in lieu

You are entitled to your full notice period — or payment in lieu of notice — as well as any accrued but untaken holiday pay. The statutory minimum notice period is one week per year of service, up to a maximum of 12 weeks. Your contract may give you more.

Challenging an unfair selection

If you believe you were selected for reasons unrelated to the genuine redundancy situation — for example, because you raised a grievance, or because of your age — you may have a claim for automatically unfair dismissal or discrimination. ACAS provides detailed guidance on redundancy procedures. The Employment Tribunals Service handles claims if the dispute cannot be resolved.

What to do first

Write down the date you were told about the redundancy, the reason given, whether you were consulted, and what selection criteria were used. These facts are the foundation of any challenge. You have three months from the effective date of termination to begin the process — start with ACAS Early Conciliation.

This article is for general information only and is not legal advice. Always check the official source and consult a qualified lawyer for your situation.

Who qualifies for statutory redundancy pay

The right to consultation

Notice and pay in lieu

Challenging an unfair selection

What to do first

Questions about this article