Employer Redundancy Legal Compliance Checker

This short checklist highlights possible risks in a redundancy process, but cannot determine whether the process is legally compliant. Check applicable Great Britain or Northern Ireland law and seek advice where appropriate.

Why Compliance Matters

A genuine redundancy can still lead to a claim if the process is unfair. For relevant Great Britain dismissals from 6 April 2026 the ordinary unfair dismissal compensatory award is generally capped at the lower of £123,543 or 52 weeks' gross pay, subject to exceptions. Collective consultation protective awards can reach 180 days' gross pay per affected employee. Northern Ireland rules differ.

The Key Compliance Areas This Checker Covers

• Whether the redundancy has a genuine business reason
• Whether the selection pool is fairly defined
• Whether objective, scored selection criteria were used and documented
• Whether meaningful individual consultation took place before any decision was made
• Whether employees were given the right to be accompanied at formal meetings
• Whether suitable alternative employment was properly considered and offered
• Whether the correct notice periods were applied
• Whether an appeal process was offered
• Whether collective consultation and HR1 obligations were triggered and met (for 20+ redundancies)

After the Check

This short checklist gives an indicative risk rating, not a legal compliance determination; a green result does not prove a process lawful. Check your facts and jurisdiction, and consider independent advice.