Publication date: 26.01.2026
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I am Serhii Maiko, your personal lawyer.
My main goal is to help clients find optimal solutions to current employment issues while ensuring reliable protection of their rights and financial interests. As an employment lawyer in the UK, I specialise in UK employment, civil, and family law, which allows me to effectively support cases related to redundancy, unfair dismissal, compensation claims, and employment disputes with employers.
I understand that redundancy is always stressful and uncertain. That is why, in my practice, I place particular emphasis on ensuring that UK employee rights during redundancy are fully respected, that the procedure complies with the law, and that clients receive statutory redundancy pay in full.
Redundancy procedure in the UK
The redundancy process in the UK is governed by employment legislation and must be carried out as a fair redundancy process, without discrimination and in full compliance with employee rights. The employer is required to apply lawful selection criteria, comply with redundancy notice periods, and make all required statutory payments.
Question
What rights does an employee have during redundancy?
Answer
Employees in the UK have clearly defined legal protections, which form part of UK employee rights during redundancy, including:
- the right to advance notice of redundancy;
- the right to fair and non-discriminatory selection;
- the right to statutory redundancy pay, subject to the required length of service;
- the right to alternative employment, where available;
- the right to challenge an unlawful or unfair redundancy.
Question
How should employees be selected for redundancy?
Answer
Employers are legally required to apply transparent and objective selection criteria. The following factors may be taken into account:
length of service;
professional skills and qualifications;
disciplinary record;
experience and work performance.
Compliance with these criteria is essential to ensure the redundancy process is lawful.
Question
What redundancy notice periods are required by law?
Answer
Redundancy notice periods depend on the length of time an employee has worked for the employer:
- from 1 to 2 years — at least 1 week;
- from 2 to 12 years — 1 week for each complete year of service;
- more than 12 years — up to 12 weeks.
These notice periods allow employees time to prepare for change and seek new employment.
Question
Is redundancy pay available?
Answer
Employees with continuous employment of at least two years are entitled to statutory redundancy pay, the amount of which depends on age and length of service. The maximum length of service taken into account is 20 years.
Question
Why is it important to seek legal advice?
Answer
Procedural breaches, incorrect calculations, or failure to comply with notice requirements frequently lead to disputes. Advice from an employment lawyer UK helps to:
- verify the lawfulness of the employer’s actions;
- protect your financial interests;
- ensure your rights are upheld;
- avoid costly mistakes.
Redundancy does not mean the loss of your rights. Where a fair redundancy process is followed, employees are protected by law and entitled to enforce their rights. By contacting the “Consultant” service, you receive professional legal support, confidence that the law is being followed, and a significantly higher chance of achieving a fair outcome.
