Your rights when made redundant in the UK
Overview of UK employee rights on redundancy: consultation, selection, pay and tribunal routes — GOV.UK sources, no invented figures.
Redundancy must follow a fair process when your role ceases or diminishes — not a disguised dismissal for other reasons. Use GOV.UK for statutory amounts and this page to organise your response.
What counts as redundancy
Genuine redundancy arises when the employer closes a site, needs fewer workers or work of a particular kind ends.
If misconduct or performance is the real reason but labelled redundancy, you may have an unfair dismissal claim.
Request written reasons and selection criteria used.
Consultation and selection
Collective consultation rules apply above minimum headcount thresholds — see ACAS and GOV.UK.
Selection should use objective, non-discriminatory criteria agreed or published.
Note any alternative employment offered within the group.
Pay, notice and time off
You are entitled to notice (or pay in lieu) per contract and statute, accrued holiday and qualifying redundancy pay per GOV.UK tables.
Reasonable time off to look for work may apply during notice — check current rules.
Compare settlement offers against statutory and contractual minima.
Unfair dismissal and tribunal
Unfair redundancy claims require qualifying service except in automatic unfair cases.
Early conciliation through ACAS is usually required before tribunal.
Keep emails, consultation notes and redundancy letter.
Getting help
ACAS helpline, unions, Citizens Advice and employment solicitors provide tailored guidance.
Settlement agreements need independent advice to waive claims.
This article is general information, not legal advice.