Redundancy doesn't remove your employment rights. If you're selected for redundancy, your employer must follow a fair procedure, consult properly, and pay what you're owed. If they cut corners, you may have a claim for unfair dismissal.
Employers must consult meaningfully before making redundancies. For collective redundancies, consultation must start at least 30 days before the first dismissal — 45 days if 100+ roles are at risk.
The selection criteria should be objective and applied consistently. Common criteria include skills, performance, and attendance. If you believe you were selected for a prohibited reason — such as pregnancy, whistleblowing, or trade union membership — that could be automatically unfair.
If you have 2 years' continuous service, you're entitled to statutory redundancy pay. The amount depends on your age, weekly pay up to a cap, and years of service. Some employers offer enhanced redundancy terms in your contract or handbook.
You're entitled to paid notice — either contractual or statutory, whichever is longer. If your employer pays you in lieu of notice (PILON), it should cover at least the statutory minimum.
Write a formal redundancy appeal letter if you believe:
If your employer makes you redundant without following a fair process, you may have an unfair dismissal claim. Claims must usually be started within 3 months less one day of your employment ending. You'll need an ACAS early conciliation certificate before lodging the claim.
LawImNotSure can generate a formal redundancy appeal letter tailored to your situation. The first document is free with signup.
Statutory pay uses a formula: half a week's pay (under 22), one week's pay (22–40), or one and a half weeks' pay (41+) for each full year of service, capped at £700/week and 20 years. If you are unsure your selection was fair, pair your appeal with a formal grievance and, where money is owed, a letter before action. Keep the consultation emails — they are your evidence if you later need an employment-data subject access request.
Priya, 38, earned £600/week and had 9 years' service. Her statutory pay: 9 years × 1 week × £600 = £5,400 (under the £700 cap, so no reduction). She also got 9 weeks' notice pay and was consulted for 30 days before dismissal. When her employer skipped consultation and offered no alternative role, she used our grievance letter then a letter before action for the owed notice pay. Real figures make the right claim obvious.
Statutory redundancy pay is usually tax-free up to £30,000. Enhancement payments may be taxed — check your payslip.
Yes. You have the right to be considered for suitable alternative employment; unreasonable refusal can affect your rights.
That may be unfair dismissal. An appeal letter and, if needed, Early Conciliation via ACAS are the usual next steps.
Generate your redundancy appeal letter
Answer a few questions and get a professional, case-ready letter in minutes.
Know someone with the same problem? Refer a friend — you both get a free document →
5 ready-to-use UK letter templates delivered to your inbox. No spam, unsubscribe anytime.