Redundancy for Employees

Navigating redundancy with
confidence and legal protection

Facing redundancy can be one of the most stressful moments in your working life. Beyond the immediate concerns of income and job security, it can also impact your confidence, wellbeing, and future plans. At Bennett Oakley Solicitors, our experienced employment lawyers provide clear, practical advice to help you understand your rights and options. We support employees through redundancy situations with sensitivity and professionalism, empowering you to move forward with confidence.

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When can I legally be made redundant?

Redundancy must relate to the role being eliminated, not the person. You can be made redundant if:

Your employer is closing or downsizing the business
The work you do is no longer required
There is a reduction in the workforce due to lack of business
The company is relocating or restructuring operations

Why me and not my colleague?

Employers must follow a fair and objective process when selecting employees for redundancy. They may use criteria such as performance, length of service, or ask for voluntary redundancies. If you feel you were selected unfairly or discriminated against, legal advice should be sought promptly.

Am I entitled to redundancy pay?

If you’ve been continuously employed by your employer for two years or more, you are normally entitled to statutory redundancy pay.

The current rates (as set by the government) are:

Half a week’s pay for each full year under the age of 22
One week’s pay for each full year aged 22–40
One and a half week’s pay for each full year aged 41 or over

If you refuse a suitable alternative role offered by your employer, you may lose the right to this payment. It’s essential to seek advice before making any decisions.

What notice period am I entitled to?

Your employer must give you statutory notice, depending on your length of service:

At least 1 week’s notice if employed between 1 month and 2 years
1 week’s notice for each full year between 2 and 12 years
12 weeks’ notice if employed for 12 years or more

Your employment contract may grant you a longer notice period – always check your terms.

Worried your redundancy was unfair?

If you believe your redundancy was unjustified or improperly handled, we can help. Whether you’ve just been told your role is at risk or the process has already begun, our friendly team will review your situation and ensure your employer follows the correct procedures.

Speak with a Bennett Oakley expert today

Speak with a Bennett Oakley expert today – call us on 01444 235 232 or use our online enquiry form to book a confidential consultation.

Speak with a Bennett Oakley expert today

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FAQ Topics

What is a settlement agreement and when is it used?

A settlement agreement is a legally binding contract between an employer and an employee, typically used to resolve a workplace dispute or to end employment on agreed terms. It’s often offered when redundancy, performance issues, or a mutual decision to part ways arises. In return for a financial payment or other benefits, the employee agrees not to pursue legal claims against the employer.

Do I have to accept a settlement agreement from my employer?

No, settlement agreements are entirely voluntary. You are under no legal obligation to accept the first offer you receive. You have the right to negotiate better terms or decline the agreement altogether. It’s important to seek independent legal advice to ensure the agreement is fair and in your best interests.

What happens if I sign a settlement agreement?

Once signed, a settlement agreement becomes legally binding. This means you will no longer be able to bring legal claims against your employer related to your employment or its termination. However, in return, you typically receive a financial settlement, a reference, and other agreed benefits. Legal advice is crucial to make sure the agreement reflects your rights and goals.

Do I need a solicitor to sign a settlement agreement?

Yes. For a settlement agreement to be valid, UK law requires that you receive independent legal advice from a qualified solicitor. Your employer will usually contribute to or cover the cost of this advice. At Bennett Oakley, our employment lawyers will review your agreement, explain your rights clearly, and help you secure the best possible outcome.