Redundancy Rights Checklist

Redundancy is a process with legal requirements attached, not just an announcement. Your employer has to consult you properly, apply fair selection criteria, consider alternative roles and pay what you are owed — and a failure at any of those stages can turn a redundancy into an unfair dismissal. The difficulty is that everything moves quickly while you are dealing with the shock of it. Use this checklist to keep track of what should be happening and what you should be asking for.

Work through this from the first consultation meeting

Start the moment you are told your role is at risk, not when the notice arrives. Consultation is meant to be a genuine two-way process in which you can question the business case, challenge the selection pool and propose alternatives — and it only counts if it happens before the decision is made. Ask for the selection criteria and your own scores in writing. Employers must provide them if asked, and scores are the single most common place where a redundancy process falls apart.

  • During consultation: take notes at every meeting, confirm what was said by email afterwards, and ask what alternative roles exist across the whole organisation rather than just your team.
  • On selection: check whether the criteria penalise sickness absence, family leave or part-time working, any of which can make the process discriminatory.
  • On money: statutory redundancy pay depends on age, length of service and weekly pay, and is separate from notice pay and accrued holiday.

Missing a step here is expensive. If you accept an offer without checking the calculation, or sign a settlement agreement before taking advice, you may waive claims worth considerably more than the sum offered.

The deadline matters more than anything else on this list. Most tribunal claims must begin with Acas early conciliation within three months less one day of the dismissal, and running the internal appeal first does not extend it. Contact Acas early, even while you are still hoping to resolve things internally.

Your employer must

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Helpful organisations

Advisory, Conciliation and Arbitration Service

Government

Provides free, impartial advice on workplace relations and employment law, and offers early conciliation before tribunal claims.

Visit website0300 123 1100

Citizens Advice

Charity

Provides free, confidential, and independent advice on a wide range of issues including benefits, housing, debt, and employment.

Visit website0800 144 8848

Frequently asked questions

Can I be made redundant while on maternity or sick leave?
Redundancy can happen during any leave, but the process must be fair and cannot be influenced by the leave itself — selecting someone because they are absent on family leave or long-term sick is likely to be discriminatory. Employees on maternity, adoption or shared parental leave also have enhanced protection, with priority for any suitable alternative vacancy. You should be consulted properly even while absent. If the timing looks convenient for the employer, take advice quickly rather than assuming it must be lawful.
What should I do before signing a settlement agreement?
Get independent legal advice, which is a legal requirement for the agreement to be binding and which employers usually contribute towards. Check what is genuinely being offered on top of your entitlements, because notice pay, accrued holiday and statutory redundancy pay are owed anyway and should not be dressed up as part of the settlement. Consider what matters beyond money — an agreed reference, the wording of any announcement, and whether a confidentiality clause is one you can live with.
How is my redundancy pay actually calculated?
Statutory redundancy pay is based on completed years of service, capped at twenty, your age during each of those years, and a weekly pay figure subject to a statutory maximum. Half a week, one week or one and a half weeks is paid for each year depending on your age at the time. Your contract may provide more, so check it. Statutory redundancy pay is normally tax-free up to the usual threshold, while notice pay and holiday pay are taxable.
What if my job is advertised again after I leave?
That is a strong indicator that there was no genuine redundancy, because redundancy means the work has diminished rather than the person has. Keep the advertisement, note the date, and compare the duties with your former role. It does not automatically make the dismissal unfair — roles occasionally reappear when circumstances change — but it is the kind of evidence that supports an unfair dismissal claim. Act quickly, because the time limit runs from your dismissal, not from when you spotted the advert.

Related guides

Redundancy Basics

Redundancy occurs when your employer needs fewer people to do a particular type of work. If you are made redundant lawfully, you may be entitled to statutory redundancy pay, proper consultation, and your full notice entitlement. Knowing your rights helps you challenge a flawed process.

8 min

Unfair Dismissal Overview

Being dismissed from a job is stressful. If your employer lacked a valid reason or did not follow a fair procedure, you may have been unfairly dismissed and be entitled to compensation. This guide explains the law and what to do.

8 min

Final Pay and Deductions

When your employment ends, your final pay should include everything you are owed — not just your last month's wages. Knowing what you are entitled to receive, and what deductions are lawful, helps you identify if you have been underpaid.

5 min

Employment Tribunal Basics

The Employment Tribunal is an independent judicial body that resolves disputes between workers and employers. It is less formal than a civil court but follows strict procedures and deadlines. This guide walks you through the key steps.

8 min

Disclaimer

This information is for general guidance only and does not constitute legal, financial, or professional advice. Always check official sources and seek qualified help where needed.