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Redundancy’s a tough subject. Whether you’re the one having to break the news or the one about to go through a redundancy process, it’s not something anyone looks forward to.
But knowing what’s involved can make it less scary. So, here’s the lowdown on what redundancy actually means, how it works in the UK, the timelines you might expect, your rights and answers to some common questions.
Any information provided about redundancy is for general guidance only and should not be taken as legal advice. It’s crucial to consult with an expert, such as a legal professional or the HR department at your company, for specific advice tailored to your individual situation.
When a job’s redundant, it means the company’s saying: “We don’t need that role anymore.”
It could be because they’re shaking things up, saving money, or bringing in new tech. You’ve probably heard AI is part of the story, but it’s not always as clear-cut as it seems.
According to Orgvue, as reported in TechRadar, over half – 55% – of UK companies that used AI to cut jobs now regret it!
The key point is that redundancy concerns the role no longer being needed, not the individual. For example, if your team merges with another and there are fewer positions available, some jobs may be eliminated.
And just to be clear, redundancy isn’t the same as getting ‘sacked’ or quitting because you want to.
Again, it’s losing your job because the company doesn’t need your role anymore, plain and simple.
The UK’s Office for National Statistics says that in between February and April of this year, about 3.5 people per 1,000 employees were made redundant.
While this stat demonstrates how redundancy remains a challenging reality for many businesses, UK employers are increasingly committed to managing the process responsibly.
The UK’s process is intended to be fair and clear.
First, the company will complete a planning phase, unpacking why they need to cut some jobs – maybe sales are down, or external circumstances are impacting business operations.
Then they decide who might be affected and get ready to talk to those people – the consultation process.
These talks, or consultations, are absolutely key. It’s the moment in the process where everyone gets a chance to ask questions, share worries, or maybe suggest another job or some retraining instead of redundancy.
While there’s no set timeline for how long the period of consultation should be, the government confirms that minimum is:
After consultation, the company selects employees for redundancy using fair and objective criteria such as skills, attendance, and experience. It’s important that this process is applied consistently and without discrimination.
If you’re selected for redundancy, you’ll receive a redundancy notice period. And by law, statutory redundancy notice periods are:
But your contract might entitle you to more notice.
And if you’ve worked there two years or more, you’ll probably get some redundancy pay too – how much depends on your age, how long you’ve worked there, and what you earn. Some companies throw in a bit extra as well to soften the blow.
Once your notice is up, you might get a chance to appeal or get help finding a new job or training.
Worried about redundancy while you’re on maternity leave? You’re protected, in that the law makes sure employers can’t make people redundant because they’re on leave.
Legislation includes the recent Protection from Redundancy (Pregnancy and Family Leave) Act 2023, passed in 2024.
The same goes for people with disabilities or long-term illnesses. Discrimination is illegal, and employers have to prove the redundancy’s fair.
Employees have the right to be offered a suitable alternative job, where one is available, if they’re selected for redundancy when they are on maternity leave.
The right lasts for 18 months from the date the child is born and continues when the employee returns to work, the government confirms.
If you’re working in HR, redundancy is one of the hardest things you’ll do. Being open, honest and kind really helps.
Make sure people understand why redundancies are happening, listen to their concerns, and offer support.
Being considerate and empathetic throughout the process will help to keep the team’s spirits up, build trust and mutual respect.
It means your job’s been cut because the company doesn’t need it anymore, not because you did something wrong.
While there aren’t five official stages – for example, Acas has 10 – typical stages include confirming the need for redundancies, selection, consultations, notices and terminations. But there are many nuances to these stages, including appeals or exploring alternatives to redundancy and so on.
If you’ve worked two years or more, you get statutory pay based on your age, service, and earnings.
It varies – but usually includes at least 30 days consultation, a notice period, then your last day.
Yes, but not because you are on maternity leave. You’re protected to make sure it’s fair and that your employer explores alternative roles for you.
If you think your redundancy wasn’t handled fairly, you can usually appeal. Your employer should give you details about how to do this. It’s worth asking for help if you’re unsure.
Many employers offer support like career coaching, help with CVs, or job search advice. It’s a good idea to use these services to get back on your feet faster.
No one likes redundancy, but knowing what to expect helps a lot. Whether you’re the boss or the one leaving – being fair, open, and supportive helps everyone.
If redundancy is a challenge you have to overcome, we’re here to help. Our career coaching services and professional CV writing can help you bounce back.
There is also plenty of useful career-focused advice in our blog. For example:
Here at PurpleCV, we pride ourselves on our in-depth knowledge of CV writing, job seeking strategies and interview techniques. Please don’t hesitate to contact us if you have any queries about how we can help.
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