If you've been told your job is at risk or your employment has ended, start by noting the proposed or actual dismissal date, your length of service, contract, pay and any consultation correspondence. Ask about the business reason, selection pool, criteria, vacancies and right of appeal.
Tools on MyRedundancyRights.co.uk can help you explore statutory redundancy pay, a process checklist, settlement questions and example letters. Their outputs are general information, not a legal decision or an exact statement of everything you are owed. Notice, unused holiday, contractual enhancement, tax and eligibility may require separate checks. A settlement agreement usually needs advice from a relevant independent adviser before it can waive employment claims; do not sign until you understand its terms.
For dismissals on or after 6 April 2026, the statutory weekly-pay limit for calculating redundancy pay is £751 in Great Britain and £783 in Northern Ireland. Statutory redundancy pay normally requires two years' continuous employment and is calculated from age, complete years of service (maximum 20) and weekly pay; other entitlements have different rules. Check official calculators and the date that applies to your case. In Great Britain, eligible pregnant employees and some new parents have priority for suitable alternative vacancies during defined protected periods; paternity leave alone does not give that same priority. NI rules differ.
Do not rely on a short questionnaire to establish that a process was lawful or unlawful. Internal appeals do not automatically stop tribunal time running; get individual advice promptly, particularly before signing a settlement agreement or resigning. This site does not claim Acas endorsement or a verified count of people helped.
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Official guidance: GOV.UK redundancy pay (GB); Northern Ireland redundancy pay; Acas redundancy protection; GOV.UK settlement agreements.