Redundancy vs Dismissal
Redundancy and dismissal are both ways an employment can end, but they have very different legal meanings, processes, and entitlements. Knowing which applies to you matters.
| Feature | Redundancy | Dismissal |
|---|---|---|
| What it means | Your role is no longer needed by the business | You are being ended from employment for a reason relating to you (conduct, capability, etc.) |
| Statutory pay entitlement | Statutory redundancy pay (after 2 years service) | No statutory redundancy pay — but notice pay applies |
| Consultation required | Yes — individual (always) and collective (20+ redundancies) | Yes — disciplinary process and right to be accompanied |
| Right to appeal | Yes — selection process can be challenged | Yes — internal appeal, then potentially Employment Tribunal |
| Can lead to unfair dismissal claim | Yes — if selection or process was unfair or discriminatory | Yes — if dismissal was not for a fair reason or procedure was not followed |
| Notice period | Contractual or statutory minimum | Contractual or statutory minimum (unless gross misconduct) |
If your employer calls it redundancy but your role continues or a very similar role is filled shortly after, this may be unfair dismissal. Seek advice from Acas.
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