Section 1: Procedural Rights

1. Right to Meaningful Consultation

Employers must engage in individual or collective consultations before finalizing redundancies. For 20+ redundancies within 90 days, collective consultation with elected representatives must begin 30–45 days pre-dismissal. Employees must receive:

• Written rationale for redundancies
• Transparent selection criteria
• Opportunities to propose alternatives (e.g., reduced hours)

2. Right to Access Selection Documentation

Employees may request:

• Redundancy scoring matrices and their individual scores
• Anonymized comparative data showing how colleagues in the same “pool” were assessed
• Equality impact assessments to prevent indirect discrimination

3. Right to Representation

Employees may bring a trade union representative or colleague to consultation meetings. For collective redundancies, representatives must negotiate terms on behalf of the group.

4. Right to Appeal Redundancy Decisions

Employees may challenge unfair selection through:

• Internal appeals processes
• Employment tribunals within 3 months minus 1 day of dismissal

Section 2: Financial Entitlements

5. Statutory Redundancy Pay

Eligible employees (2+ years of service) receive:

• Ages 18–22: 0.5 weeks’ pay per year
• Ages 23–40: 1 week’s pay per year
• Ages 41+: 1.5 weeks’ pay per year
• Caps: £700/week (2025), maximum 20 years’ service

6. Contractual Redundancy Pay

Enhanced packages negotiated via collective agreements or employment contracts may exceed statutory minima.

7. Notice Period Payments

Statutory minimum notice periods:

• 1 month–2 years: 1 week
• 2–12 years: 1 week per year
• 12+ years: 12 weeks

Employers must pay wages during this period or provide payment in lieu (PILON) if contractual.

8. Accrued Holiday Pay

Outstanding annual leave must be paid pro-rata upon termination.

Section 3: Employment Continuity Rights

9. Right to Alternative Employment

Employers must offer suitable alternative roles before redundancy. Employees retain redundancy pay rights if they:

• Decline unsuitable roles (e.g., requiring relocation)
• Trial alternative positions for 4+ weeks without success

10. Right to Retrain

Employees may request retraining for alternative roles during consultation.

11. TUPE Protections

During business transfers, employees retain redundancy rights. Redundancies post-transfer must follow fair processes.

Section 4: Workplace Participation Rights

12. Right to Challenge Selection Criteria

Employees may dispute subjective metrics (e.g., “attitude”) and demand evidence-based assessments.

13. Right to Reapply for Roles

If roles are rebranded or restructured, employees must be allowed to reapply without automatic exclusion.

14. Right to Refuse Voluntary Redundancy

Employers cannot compel employees to accept voluntary redundancy offers.

Section 5: Protected Characteristics

15. Anti-Discrimination Protections

Redundancy selection cannot be based on:

• Age, gender, race, disability, religion, or sexual orientation
• Pregnancy/maternity leave status
• Trade union membership

16. Disability Adjustments

Disabled employees have rights to:

• Modified selection criteria accounting for disability-related absences
• Extended trial periods for alternative roles

Section 6: Time-Bound Rights

17. Right to Time Off for Job Searching

Employees with 2+ years’ service may take 2 days per week paid leave for interviews or training.

18. Right to Extended Notice for Large-Scale Redundancies

• 20–99 redundancies: 30 days’ consultation
• 100+ redundancies: 45 days’ consultation

Section 7: Post-Redundancy Rights

19. Right to Tax-Free Redundancy Payments

Up to £30,000 is tax-free, including legal fee contributions.

20. Right to Insolvency Protection

If employers become insolvent, employees may claim redundancy pay via the Redundancy Payments Service (RPS).

Section 8: Tribunal and Legal Rights

21. Right to Tribunal Representation

Employees may bring claims for:

• Unfair dismissal: Within 3 months of termination
• Discrimination: No time limit if linked to protected characteristics

22. Right to Full Documentation

Employers must provide written redundancy notices detailing:

• Calculation of redundancy pay
• Final payment dates

Section 9: Sector-Specific Rights

23. Public Sector Protections

Crown servants and police have modified redundancy entitlements.

24. Collective Agreement Enhancements

Unionized workforces may secure superior terms via collective bargaining.

Section 10: Special Circumstances

25. Right to Withdraw Notice

Employees may reject employer attempts to retract redundancy notices without mutual agreement.

26. Right to Continuity of Employment

If redeployed, prior service years count toward future redundancy calculations.

27. Right to Transparent Scoring

Employers must explain how automated scoring systems (e.g., performance algorithms) affect selections.

Synthesis of Key Rights

Strategic Recommendations for Employees

• Document Everything: Secure copies of scoring matrices, meeting minutes, and employer communications.
• Utilize Free Advice: Consult ACAS, Citizens Advice, or trade unions before signing settlements.
• Negotiate Enhancements: Leverage employer motivations to avoid tribunals for better terms.

For disputes, initiate ACAS Early Conciliation within 3 months of dismissal. Employees facing discriminatory redundancies should contact the Equality Advisory Support Service (EASS).

Note: Rights may vary under fixed-term contracts or sector-specific agreements. Always verify with employment contracts and current legislation.