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Redundancy for employees

Redundancy Support for Employees

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Redundancy: Know Your Rights and Secure Your Future.

Facing Redundancy? Let Us Help You Navigate the Process.

Redundancy can be a stressful and uncertain experience, leaving you worried about your financial security and future employment. Whether you’re being made redundant due to downsizing, restructuring, or business closure, understanding your rights and entitlements is essential to ensure you’re treated fairly.

At My Law Solicitors, we specialise in helping employees through redundancy situations. With expert legal advice, we’ll guide you through the process, protect your rights, and secure the best possible outcome for you.

Call us today for your free 30-minute consultation.

Man sitting outside a workplace with his head in his arms, symbolising the emotional impact of redundancy.

Redundancy is when an employer no longer requires a role due to business closure, workplace restructuring, or reduced workforce needs. Unlike dismissal for misconduct or poor performance, redundancy is based on business necessity rather than individual conduct.

Employers must follow a fair redundancy process, including employee consultation and redundancy pay where eligible.

If you’ve been selected unfairly or believe redundancy is being used as an excuse for dismissal, you may have grounds for a claim.

If you’re facing redundancy, legal advice can help you understand your rights and negotiate a better redundancy package. Contact us for expert support.

You are entitled to Statutory Redundancy Pay (SRP) if you:

  • Have worked for your employer continuously for at least two years
  • Are being made redundant, not dismissed for misconduct or performance
  • Are classed as an employee (not self-employed or a contractor)

Your redundancy pay is calculated based on age, length of service, and weekly pay, capped at £752 per week (from April 2025). Some employers offer Enhanced Redundancy Pay, which can be negotiated for a higher payout.

Your employer must pay redundancy compensation within six weeks of your termination date. If they fail to do so, you may have grounds for a legal claim.

Statutory Redundancy Pay (SRP) is calculated based on your age, length of service, and weekly pay. The UK Government sets a legal formula for redundancy payments, ensuring employees receive fair compensation when their role is no longer required.

Statutory Redundancy Pay Calculation Formula

Your redundancy pay is based on your gross weekly wage (before tax and National Insurance), but it is capped at £752 per week (from April 2025). The formula is as follows:

  • 0.5 week’s pay per full year of service if you were under 22
  • 1 week’s pay per full year of service if you were aged 22 to 40
  • 1.5 weeks’ pay per full year of service if you were aged 41 or over

Example Calculation:
If you are 45 years old, have worked at your company for 10 years, and earn £800 per week (capped at £752), your redundancy pay would be:

  • 5 years at 1 week per year (aged 22-40) = 5 weeks’ pay
  • 5 years at 1.5 weeks per year (aged 41+) = 7.5 weeks’ pay
  • Total = 12.5 weeks’ pay
  • Final payout = 12.5 × £752 = £9,400

Key Points to Remember:

  • Statutory redundancy pay is tax-free up to £30,000
  • Your maximum years of service used in the calculation is capped at 20 years
  • Your employer must pay your redundancy pay within your final payslip or within six weeks of your termination date

HMRC provide a useful Redundancy Calculator to help you calculate what your pay should be.

The link for this can be found here: HMRC Redundancy Pay Calculator 🔗

Statutory Redundancy Pay (SRP) is the legal minimum your employer must pay if you’ve worked at least two years. It’s based on age, length of service, and weekly pay, capped at £752 per week (from April 2025).

Enhanced Redundancy Pay is a higher payout offered by some employers, either as a company policy or as part of a negotiated settlement. It may include:

  • Higher financial compensation
  • Extended notice periods or garden leave
  • Additional benefits, such as pension contributions or career support

Enhanced Redundancy Pay is negotiable. If you’ve been offered redundancy, you may be able to secure a better package.

Need help negotiating? Contact us for expert legal advice.

If you are facing redundancy, you have legal rights to ensure the process is fair and transparent. Your key rights include:

  • Consultation – Your employer must discuss the reasons for redundancy and explore alternatives.
  • Fair Selection – Redundancy criteria must not be discriminatory or unfair.
  • Notice Period – You must receive the correct statutory or contractual notice before termination.
  • Redundancy Pay – If eligible, you are entitled to Statutory Redundancy Pay or Enhanced Redundancy Pay.
  • Alternative Employment – Employers should consider offering you a suitable alternative role before making you redundant.
  • Appeal or Claim – If redundancy is unfair or discriminatory, you can challenge it through a grievance or employment tribunal.

If you believe your redundancy was unfair or want to negotiate a better redundancy package, contact us for expert legal support.

Yes, you can challenge your redundancy if you believe it was unfair, discriminatory, or not genuine. Employers must follow a fair redundancy process, including:

  • Valid Reason – Redundancy must be based on genuine business needs, not personal or unfair reasons.
  • Fair Selection Criteria – You cannot be selected unfairly due to age, gender, pregnancy, disability, or other protected characteristics.
  • Proper Consultation – Employers must discuss redundancy, explore alternatives, and follow the correct legal procedures.

How to Challenge Redundancy

  • Request written reasons for your redundancy.
  • Raise a formal grievance if you suspect unfair treatment.
  • Make an Employment Tribunal claim within three months if your dismissal was unlawful.

If your redundancy is unfair, you may be entitled to compensation or reinstatement. Contact us for expert legal advice on challenging your redundancy.

Your employer must give you statutory or contractual notice before making you redundant.

Statutory Notice Periods (Minimum Legal Requirement)

  • 1 week’s notice – If you’ve worked between 1 month and 2 years
  • 1 week’s notice per full year of service – If you’ve worked between 2 and 12 years
  • 12 weeks’ notice – If you’ve worked 12 years or more

Your employment contract may offer a longer notice period, in which case your employer must follow that instead.

What If My Employer Doesn’t Give Proper Notice?

If your employer fails to give correct notice, you may be entitled to compensation for wrongful dismissal.

Yes, but your employer must follow strict rules to ensure the redundancy is genuine and not discriminatory.

  • Maternity Leave – You cannot be made redundant because you are pregnant or on maternity leave. However, if redundancy is genuine, you have the right to be offered any suitable alternative role before others.
  • Sick Leave – You can be made redundant while off sick, but dismissal must be based on business needs, not your illness. If your redundancy is linked to a disability, you may have grounds for a discrimination claim.
  • Furlough – Employers can make staff redundant while on furlough, but they must follow fair selection processes and cannot use furlough status as a reason.

If you believe redundancy was unfair, contact us for expert legal advice on your rights and possible claims.

If your employer is insolvent or claims they cannot afford to pay your redundancy, you may still be able to claim your Statutory Redundancy Pay through the government.
  • Claim from the Redundancy Payments Service (RPS) – If your employer is in liquidation, administration, or closing down, you can apply for redundancy pay, notice pay, and unpaid wages.
  • Employment Tribunal Claim – If your employer is still trading but refuses to pay, you may need to take legal action to recover your redundancy pay.
  • Check for Enhanced Redundancy Pay – If your contract includes Enhanced Redundancy Pay, you may still have a right to claim it.
If you wish to make a claim for unpaid redundancy payments or other monies you are owed by you employer who is unable to pay you, you can do so here: HMRC Redundancy Pay Claim 🔗

Yes, redundancy payments are often negotiable, especially if your employer wants to avoid legal disputes or an employment tribunal claim.

  • Enhanced Redundancy Pay – Some employers offer more than the Statutory Redundancy Pay (SRP), particularly for long-serving employees.
  • Extended Notice Period or Garden Leave – You may negotiate a longer notice period or be placed on garden leave with full pay.
  • Non-Financial Benefits – You could ask to keep company assets (e.g., laptop, car, phone) or for career support such as outplacement services.
  • Waiving Restrictive Covenants – If your contract has non-compete clauses, you can try to have them removed.

💡 Tip: Employers are often open to negotiation if there’s a risk of a dispute over unfair redundancy selection.

Need help negotiating a better redundancy payout? Contact us for expert legal advice.

If you reject redundancy, your options depend on the circumstances:

  • Challenge Unfair Redundancy – If the process was unfair or discriminatory, you can appeal internally or file a claim with an employment tribunal.
  • Seek Alternative Employment – Your employer should offer you a suitable alternative role if one is available. Refusing a reasonable offer may affect your redundancy pay.
  • Negotiate a Better Package – You may be able to secure a higher payout, extended notice, or additional benefits.
  • Take Legal Action for Unfair Dismissal – If redundancy is a cover for unfair dismissal, you could claim compensation or reinstatement.

Not sure if rejecting redundancy is the right move? Contact us for expert legal advice on your best options.

A solicitor ensures you get the best possible outcome from redundancy by:

  • Checking If Your Redundancy Is Fair – Identifying unfair selection, discrimination, or procedural errors.
  • Negotiating a Better Redundancy Package – Securing higher compensation, extended notice, or extra benefits.
  • Ensuring You Receive Your Full Entitlement – Making sure you get Statutory or Enhanced Redundancy Pay on time.
  • Challenging Unfair Dismissal – Helping you appeal redundancy or file an employment tribunal claim if necessary.
  • Minimising Tax on Your Payout – Advising on tax-free redundancy payments up to £30,000.

Contact us today for a free, no-obligation consultation.

Our advice can be over the telephone or Teams/WhatsApp video, or you can contact our offices in Wakefield or Harrogate.

  • Wakefield Office: 01924 654 194
  • Harrogate Office: 0330 133 0730

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What is Redundancy?


Redundancy occurs when your employer needs to reduce their workforce, typically due to:
  • Restructuring: Changes to how the business operates.
  • Downsizing: Reducing staff to cut costs.
  • Closure: Shutting down the entire business or a specific location.
While redundancy may be lawful, employers must follow a fair process and meet their obligations, including:
  • Providing adequate notice periods.
  • Offering redundancy pay (if eligible).
  • Conducting proper consultations.
  • Exploring alternative roles within the organisation.
If your employer fails to meet these requirements, you may have grounds to challenge the redundancy as unfair.

Common Redundancy Concerns We Solve.


Am I being treated fairly?
We’ll review your redundancy process to ensure your employer has followed the law and treated you fairly.

What redundancy pay am I entitled to?
Our team will calculate your statutory or contractual redundancy pay to ensure you receive the full amount owed.

Can I challenge my redundancy?
If the process was flawed or you suspect unfair treatment, we can advise on filing a grievance or tribunal claim.

What happens if no alternative roles are offered?
We’ll ensure your employer has explored all reasonable options and provide advice on your next steps.

Why Choose My Law Solicitors?

  • Specialist Expertise: Over 20 years of experience handling redundancy cases for employees.
  • Tailored Advice: We provide personalised guidance based on your unique situation.
  • Efficient Service: Redundancy situations often move quickly, and we ensure prompt action to protect your interests.
  • Proven Results: Our team has successfully secured fair redundancy packages and compensation for countless clients.

Why Acting Quickly Matters.


Redundancy claims are subject to strict deadlines. You typically have 3 months less one day from the end of your employment to file a claim with the Employment Tribunal. Acting promptly gives you the best chance to secure justice.

What’s Included in Our Redundancy Support Service?

  • Process Review: We’ll assess the redundancy process to ensure compliance with UK employment laws.
  • Entitlement Calculation: We’ll help you understand what you’re owed, including redundancy pay, notice periods, and other entitlements.
  • Challenge Support: If your redundancy is unfair, we’ll guide you through raising a grievance or filing a tribunal claim.
  • Package Negotiation: We can negotiate with your employer to secure a better redundancy package or exit terms.

Speak to a Redundancy Law Expert.


Facing redundancy doesn’t mean facing it alone. Let us provide the clarity and confidence you need to protect your rights and move forward.

Contact Us Now:
  • Email: info@mylawsolicitors.co.uk
  • Phone: 01924 654194

FAQs About Redundancy.

  1. Am I entitled to redundancy pay?
    You’re entitled to statutory redundancy pay if you’ve been employed continuously for 2 years or more. The amount depends on your age, length of service, and weekly pay (capped by law).
  2. Can I refuse redundancy?
    You may be able to refuse redundancy if your employer hasn’t followed a fair process or if alternative roles are available. Contact us for advice.
  3. What if my redundancy is unfair?
    If the process is flawed or discriminatory, you may have grounds to challenge it through a grievance or Employment Tribunal claim.

Trusted by Employees Across West Yorkshire and Beyond.


At My Law Solicitors, we’ve helped countless employees through redundancy with fair outcomes and minimal stress. Trust us to stand in your corner.

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Contact Information.

Office.

142 Thornes Lane,
Wakefield,
WF2 7RE

Contact.

info@mylawsolicitors.co.uk
01924 654 194

Open Hours.

Monday-Friday 9:00am - 6:30pm
Saturday 9:00am - 5:00pm
Sunday - Closed