If your employer is planning redundancies across a whole team or site, the law gives your employer extra duties on top of the usual individual redundancy process. Whether those duties were actually followed can make a real difference to what you're owed.
Employer-favourable
2024
Below the 20-person collective consultation threshold, fair individual consultation is what the law requires, and pre-completed scoring alone doesn't defeat it if your employer stayed genuinely open to challenging it.
Employee-favourable
2023
A redundancy pool of one survives scrutiny only if the reason for it was genuinely open to challenge during consultation, not decided beforehand or left undiscussed throughout.
Employee-favourable
2024
Your employer's duty during redundancy is to actively help you find suitable alternative work, not just point you to the same adverts an outside candidate would see.
Mixed
1999
A genuine redundancy is judged by what work has actually reduced, not by how widely your contract technically allows your employer to move you around.
Losing your job to redundancy is unsettling even when you can see it coming. Knowing exactly what you're owed is one thing you can get a grip on straight away.
Employee-favourable
2014
Where a genuinely suitable alternative vacancy exists during your protected leave, it's yours by right, not something you have to out-compete a colleague for.
Employer-favourable
2024
Your priority right to a suitable alternative vacancy applies to genuinely new or merged roles, not to surviving roles in a straightforward headcount reduction.
Employee-favourable
1982
A redundancy can be genuine and still be unfair, because fairness is judged on the process used to select you, not only on whether the business need was real.
Employee-favourable
1981
You do not have to accept a demotion dressed up as suitable alternative employment just to protect your redundancy pay.
Redundancy is not something your employer can do however they like. Here is what the law requires before, during, and after the process.
If your employer becomes insolvent, you don't automatically lose what you're owed. The government guarantees specific payments, capped but real, and there's a clear way to claim them. Here's what's protected, what isn't, and how to get it.
