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.
If your employer is selecting from a pool of employees, they must use objective, measurable criteria. Fair criteria include skills, performance, attendance (excluding disability-related absences), and length of service. Selecting someone because of their age, disability, pregnancy, race, sex, sexual orientation, religion, or trade union activity is automatically unfair dismissal and may also constitute discrimination.
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 are entitled to statutory redundancy pay based on your age, weekly pay (capped at £643 for 2025/26), and years of service. The maximum payout is £19,290.
Employees on family leave have enhanced protections. If a suitable alternative role exists, you must be offered it ahead of other employees. You cannot be selected for redundancy simply because you are on maternity or adoption leave — this is automatic unfair dismissal. These protections were extended in April 2024 under the Protection from Redundancy (Pregnancy and Family Leave) Act.
Part-time and zero-hours workers have the same statutory redundancy rights as full-time staff, pro-rated to their hours. Your weekly pay is calculated as an average of your earnings over the 12 weeks before notice was given. You cannot be targeted simply because you work fewer hours.
You have the right to appeal your redundancy. The appeal must be heard by a manager not previously involved in the original decision. Use the letter templates on our action plan page to submit a formal appeal.