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Redundancy
What makes redundancy genuine, how selection should work, and what pay is due.
Last updated 8 February 2026
Overview
Redundancy should be about the role, not the person.
A fair process includes consultation and objective selection criteria.
When redundancy is genuine
- A workplace or team is closing.
- There is a reduced need for work of a particular kind.
- A restructure removes or combines roles.
Fair selection and consultation
- Employers should identify a pool of at risk roles.
- Selection criteria should be objective and evidence based.
- Consultation should be meaningful, not a tick box.
Redundancy pay basics
- Statutory redundancy pay usually requires 2 years service.
- The amount is based on age, length of service, and weekly pay caps.
- Enhanced pay may apply if your contract or policy provides it.
Common questions
Can redundancy be used to remove one person?
It can, but the role must genuinely disappear and the process must still be fair.
What if I am offered an alternative role?
Refusing a suitable alternative role can affect redundancy pay.
Do I still get notice pay?
Yes, notice pay and accrued holiday pay still apply.
Next steps
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