2nd April 2026
Redundancy is one of the toughest calls an employer will make.
Done correctly, it protects your organisation from legal risk, treats people with dignity, and preserves morale; done poorly, it can lead to expensive claims and lasting reputational damage.
Mike Hornsby, a specialist in employment law, explains the redundancy process UK employers should follow so you can balance compliance with compassion and make confident decisions.
Redundancy is a form of dismissal that applies when the business or workplace is closing, relocating, or when there is a reduced need for employees to carry out work of a particular kind.
To be lawful, employers must follow a fair and transparent process, including:
All these steps should take place before any final decision is made.
Consultation is a legal requirement and must be genuine and meaningful.
Employers should clearly explain:
Even with fewer than 20 redundancies, employers must consult individually and allow employees to ask questions, challenge assumptions, and propose alternatives such as redeployment.
For 20 or more redundancies within 90 days at one establishment, employers must follow collective consultation rules, give representatives required information, and meet minimum consultation periods (30 days for 20–99 redundancies, 45 days for 100+)
Selection decisions must be evidence based, consistent, and applied across a properly defined selection pool. Examples include:
Selection must not directly or indirectly discriminate against employees with protected characteristics. For example, disability related or pregnancy related absence must not be counted.
Before confirming dismissals, employers are expected to explore alternatives that could avoid or reduce redundancies; for example:
Demonstrating that you considered these options helps show fairness and reduces legal risk.
A compassionate approach builds trust and protects workplace culture.
Use plain, honest language; hold meetings privately; allow employees time to process information and ask questions; and provide written follow‑ups setting out next steps, pay, notice, and available support.
It’s also important to signpost statutory rights, including redundancy pay (where eligible), notice periods, and time off to look for work.
A thorough paper trail protects transparency and is vital if decisions are later challenged. Employers should keep:
Clear documentation supports compliance with legal requirements and demonstrates a fair, reasoned decision making process.
Handling redundancies is never easy. Employers carry the responsibility of making decisions that are legally safe, commercially sound, and compassionate for the people affected. A fair process provides clarity, reduces legal exposure, and helps preserve trust within your organisation during a difficult moment.
If you are planning a restructure or anticipating a reduction in roles, taking early advice can make a genuine difference. Our employment specialists across The MAPD Group support organisations through every stage of the redundancy process, from building a defensible business case and running meaningful consultation to selecting fairly and communicating with dignity.
Give us a call or make a quick enquiry online and we’ll help you move forward with confidence.
