A genuine redundancy situation does not automatically make every resulting dismissal fair. These eight checks can help you decide what information to request and when to seek advice. Ordinary unfair dismissal usually requires two years' service in Great Britain and one year in Northern Ireland; some automatic unfair dismissal and discrimination claims do not require that service. The rules differ across jurisdictions.
What was the reason? Ask how the employer's need for employees to do work of a particular kind has diminished, or whether a workplace is closing. In GB, an employee generally has the right to written reasons on request after two years' service (with exceptions); NI rules differ. Lack of a written explanation does not by itself prove redundancy was unlawful.
Were you consulted individually while proposals could still change? The employer should consider your questions and alternatives. There is no fixed statutory minimum length for individual consultation; a meeting alone is not a guarantee of fairness.
Are 20 or more dismissals proposed at one establishment within 90 days? Collective consultation with representatives usually starts at least 30 days before the first dismissal for 20–99 employees, or 45 days for 100 or more. In GB, the maximum protective award for a failure to consult rose to 180 days' pay from 6 April 2026; it is not a 225-day general redundancy award. Check NI rules separately.
How were the pool and criteria chosen? Ask for your provisional scores and evidence. Fair, consistently applied criteria are important; a criterion such as length of service is not automatically unlawful, although relying on it alone can create discrimination concerns.
Were suitable vacancies considered? The employer should consider suitable alternative work and discuss available roles. Priority rules apply to certain employees with pregnancy or family-leave protection; not every employee is entitled to be offered every vacancy.
Did pregnancy or family leave affect selection or redeployment? In GB, pregnancy and specified maternity, adoption and shared parental leave periods can trigger priority for suitable alternative vacancies; paternity leave alone does not have the same statutory priority. The precise protected period depends on circumstances. NI has different legislation.
Was selection connected to a protected complaint, disclosure or characteristic? Timing can be relevant evidence, but a recent grievance alone does not prove unlawful retaliation; whistleblowing protection has specific conditions.
Was trade union activity or lawful industrial action involved? Dismissal for protected union activity or qualifying industrial action can be automatically unfair; being a representative does not make every unrelated redundancy automatically unfair.
An online checker can highlight questions, not decide legal liability, calculate every entitlement or extend time limits. Seek advice promptly if concerned.
👉 Explore the checker: https://myredundancyrights.co.uk/legality-checker 👉 Free action plan: https://myredundancyrights.co.uk/my-rights
Official guidance: Acas redundancy; Acas collective consultation; Acas pregnancy and new-parent protection; GOV.UK unfair dismissal eligibility.