Facing redundancy? You have legal rights. This guide will check your entitlements in under 2 minutes based on your specific situation. Everything on this page is free.
UK Redundancy Rights Guide
Understand your statutory rights including consultation periods, notice entitlements, time off for job searching and warning signs of unfair redundancy. Updated for 2025.
Frequently Asked Questions
What is the minimum consultation period for redundancy?
If 20-99 employees are being made redundant at one establishment within 90 days, your employer must begin collective consultation at least 30 days before the first dismissal. For 100 or more employees, it is 45 days. For fewer than 20, there is no fixed period but your employer must still consult individually and meaningfully.
Do I qualify for statutory redundancy pay?
You qualify if you have worked for your employer continuously for at least 2 years and are being made genuinely redundant (not dismissed for another reason). Part-time workers, fixed-term contract workers and agency workers on contracts of 2+ years all qualify.
What is the notice period for redundancy?
You are entitled to a statutory minimum notice period of 1 week for each complete year of service, up to a maximum of 12 weeks. Your contract may give you a longer notice period. Notice pay is separate from redundancy pay and must be paid in addition.
Can I get time off to look for a new job during my notice period?
Yes, if you have 2 or more years of continuous service, you have a statutory right to reasonable time off during working hours to look for a new job or arrange training. Your employer must pay you during this time off. There is no specific number of days defined in law.
What makes a redundancy unfair?
A redundancy may be unfair if: the selection criteria were discriminatory or unreasonable, your employer did not consult with you properly, no consideration was given to alternative employment within the organisation, or the redundancy was used as a pretext to dismiss you for another reason such as whistleblowing or trade union membership.
What is the trial period for an alternative role?
If your employer offers you a suitable alternative role, you have a statutory right to a 4-week trial period. If the role is genuinely unsuitable, you can leave during this period and still claim redundancy pay. The trial period can be extended by written agreement for retraining purposes.
Can my employer select me for redundancy based on attendance?
Attendance can be a selection criterion, but it must be applied fairly and consistently. Absences related to pregnancy, disability or trade union activities must be excluded. If you feel your attendance record has been unfairly counted against you, this could be grounds for an unfair redundancy claim.
What happens if I am on a fixed-term contract?
If your fixed-term contract has lasted 2 years or more and is not renewed, this counts as a redundancy and you are entitled to statutory redundancy pay. Your employer cannot exclude you from redundancy rights simply because your contract was fixed-term. The non-renewal must be a genuine redundancy situation.
Do zero-hours contract workers get redundancy rights?
Zero-hours workers may qualify for redundancy pay if they have 2+ years of continuous service and employee status (not genuinely self-employed). The key test is whether there is mutuality of obligation — if your employer is obligated to offer work and you are obligated to accept it, you likely have employee status.
How do I make an Employment Tribunal claim for unfair redundancy?
You must contact ACAS for early conciliation within 6 months minus one day of your dismissal date. ACAS will try to resolve the dispute. If conciliation fails, you can submit a claim to the Employment Tribunal. The time limit is strictly enforced. Legal aid is not available for tribunal claims, but many solicitors offer no-win-no-fee arrangements.