If you are facing redundancy in the UK, you have important legal rights that your employer must respect. This guide explains each right in plain English, updated for April 2026.
Your employer must consult you before making a final redundancy decision. The consultation must be genuine — they cannot simply inform you after the decision has already been made. For fewer than 20 redundancies, there is no fixed timeframe but the process must be meaningful. For 20–99 employees, consultation must begin at least 30 days before the first dismissal. For 100 or more employees, the minimum is 45 days.
Where selection is needed, use fair, consistently applied criteria. Skills and performance may be relevant; attendance scoring must account for disability and family-related absences. Selecting someone because of a protected characteristic may be discrimination, and certain reasons for dismissal are automatically unfair. See Acas.
Statutory notice periods are: 1 week for 1 month to 2 years' service; 1 week per full year for 2 to 12 years; and a maximum of 12 weeks for 12 or more years. Your contract may give a longer notice period, in which case the higher figure applies. Your employer can pay you in lieu of notice (PILON) so your employment ends immediately.
If you have 2 or more years of continuous service, you may be entitled to statutory redundancy pay based on your age during each complete service year, weekly pay, and years of service. For 2026/27, the weekly cap and maximum are £751 and £22,530 in Great Britain, or £783 and £23,490 in Northern Ireland.
In Great Britain, eligible pregnant employees and employees on or recently returned from maternity, adoption or qualifying shared parental leave have priority for suitable alternative vacancies where one exists. Protection periods and conditions vary. Northern Ireland's rules differ. See Acas.
Part-time employees have statutory redundancy rights if eligible; a zero-hours worker's entitlement depends on employment status and qualifying service. Variable weekly pay is generally averaged over the relevant 12 paid weeks. Less favourable treatment of part-time workers may be unlawful without objective justification.
Acas recommends offering an appeal and having someone uninvolved hear it where possible. Check your employer's policy. An internal appeal does not usually extend a tribunal deadline. See Acas redundancy guidance.