Redundancy Crusader and Annabel Kaye on making redundancy a better experience (2).MTS

Redundancy is a form of dismissal from your job, caused by your employer needing to reduce the workforce. This can happen due to various reasons such as company restructuring, cost-cutting measures, or company closure.

Employees in the UK have several rights if they are made redundant, including the right to a redundancy payment, the right to a consultation with your employer, the right to notice, and the right to time off to look for a new job or to arrange training.

Redundancy pay is calculated based on your age, length of service, and your weekly pay, up to a limit. Statutory redundancy pay is capped at 20 years of service, with different rates depending on age: half a week’s pay for each year under 22, a week’s pay for each year between 22 and 40, and one and a half week’s pay for each year over 41.

You can be made redundant while on maternity leave, but it should not be due to the fact that you are on maternity leave. You have the right to return to your job or an equivalent job with similar terms and conditions.

You do not have to accept the redundancy package offered by your employer if you believe it does not meet the legal requirements or if you think it is unfair. You can seek advice or negotiate for better terms.

Yes, you can appeal against a redundancy decision if you believe it is unfair. You should first raise your concerns with your employer, and if necessary, you can seek advice from a legal professional or a trade union.

Your employer should provide support such as reasonable notice, redundancy pay, and possibly help with finding a new job or arranging training. Some employers may offer additional support like counselling or outplacement services.

A consultation period is a time when your employer should discuss the redundancy with you, explain the reasons for it, and explore any alternatives. The length of the consultation period can vary depending on the number of redundancies being made.

Yes, voluntary redundancy can be an option where employees choose to leave the company in return for a redundancy package. It is often used by employers to avoid compulsory redundancies.

The notice period for redundancy depends on your length of service. Statutory notice periods are one week if you’ve been employed for between one month and two years, and one week for each year of service if employed between two and 12 years, with a maximum of 12 weeks' notice for 12 years or more.

If your employer makes you redundant and then hires someone else for the same role, it could be a sign that the redundancy was not genuine. In such cases, you may have grounds to challenge the redundancy decision.

If you believe your redundancy was unfair, you should speak to your employer and seek an explanation. If you are not satisfied, consider seeking advice from a legal professional, a trade union, or the Advisory, Conciliation and Arbitration Service (ACAS). You may also consider making a claim to an employment tribunal.

Yes, you can be made redundant regardless of the length of service. However, if you have less than two years of service, you may not be entitled to statutory redundancy pay, although other entitlements like notice and consultation still apply.

You may be required to work through your notice period after being made redundant, but this can vary depending on your contract and the agreement with your employer. Sometimes, employers may offer pay in lieu of notice.

Yes, if you are made redundant, you may be eligible for certain benefits such as Jobseeker’s Allowance (JSA) or Universal Credit (UC) depending on your circumstances. It’s advisable to contact your local Jobcentre Plus office or visit the government website for more information.