Carrying out redundancies incorrectly can expose a business to unfair dismissal or discrimination claims. This hub offers general guidance, not a complete legal compliance solution; check whether Great Britain or Northern Ireland rules apply.
UK redundancy law is primarily governed by the Employment Rights Act 1996, the Trade Union and Labour Relations (Consolidation) Act 1992, and relevant regulations and ACAS guidance. The statutory payment limits applying from 6 April 2026 are set by separate 2026 increase-of-limits orders for Great Britain and Northern Ireland.
Step-by-step redundancy process guide: A complete walkthrough from initial planning through to final payments, with checklists for each stage.
Multi-employee redundancy pay calculator: Enter multiple employees at once and receive a total statutory pay liability summary — essential for budgeting a redundancy programme.
Employer compliance checker: Answer a series of questions about your process and receive a compliance rating with flagged risk areas.
Redundancy letter templates: Nine editable HR templates, including at-risk, consultation, selection outcome and appeal outcome letters. Adapt and check them for your circumstances and jurisdiction.
Collective redundancy guide: If you are making 20 or more employees redundant, additional legal obligations apply — including mandatory HR1 notification to the Insolvency Service and minimum 30 or 45-day consultation periods.
The most common reasons employers lose unfair dismissal cases at tribunal: failing to run a genuine consultation process; using subjective selection criteria; not considering alternative roles; selecting employees based on protected characteristics; and failing to offer the right to be accompanied at formal meetings. Our tools help you avoid all of these.