Making Staff Redundant in the UK
What Overseas Employers Need to Know
When businesses need to restructure or reduce headcount in the UK, redundancy can be a necessary step. However, if not handled correctly, it can expose employers to significant legal risk and reputational damage.
At Türner & Co we support overseas decision-makers who need to make staff redundant in their UK operations. We’ll help you navigate the process step-by-step to ensure you comply with UK employment law and protect your business.
Why It’s Important to Get It Right
Redundancy in the UK is not just about informing an employee that their job no longer exists. There are legal obligations, procedural requirements, and employee rights that must be upheld. Failure to follow the proper steps could result in claims for unfair dismissal, redundancy pay disputes, and costly tribunal proceedings.
Critically, the UK process is likely to be different from what you may be used to in your home country.
Common mistakes include:
- Using selection criteria that are indirectly discriminatory.
- Failing to carry out a meaningful consultation.
- Miscommunicating due to language differences, leading to confusion or upset.
- Issuing informal communications that may be used against you at tribunal.
That’s why we always say: don’t say anything to staff until you’ve spoken to us.
How We Can Help
We offer end-to-end redundancy support, tailored for overseas-based employers operating in the UK:
- Assess whether a genuine redundancy situation exists.
- Draft scripts and correspondence for meetings with employees.
- Provide compliant redundancy letters and notices.
- Advise on employee selection criteria to avoid discrimination.
- Guide you through consultation procedures – including collective consultation where 20 or more redundancies are proposed.
- Support you during meetings with employees (remotely or in person).
- Ensure compliance with notice periods, statutory redundancy pay, and legal protections.
We’ll help ensure that your communications are clear, professional, and appropriate for a UK audience, avoiding unintended misunderstandings from non-native English speakers.
A Sensible, Structured Approach
Handled correctly, redundancies can be implemented lawfully, sensitively, and efficiently. We’re here to help make a challenging process more manageable, with practical, commercial advice grounded in UK legal compliance.
Want to avoid costly errors? Contact us before you take any action.
FAQs
Yes. Even for fewer than 20 employees, UK law expects you to consult those affected. Where 20 or more redundancies are proposed at one location, formal collective consultation rules apply.
No – the UK has specific rules around redundancy selection, notice, and employee protections. Using a foreign process could lead to claims for unfair dismissal.
UK employees with at least two years of continuous service are usually entitled to redundancy pay based on age and length of service. Payments are capped and calculated using statutory formulas.
Yes. Once consultation is complete, formal written notice must be given. The notice period depends on the employee’s length of service.
Yes – and in some cases, you are legally required to do so. Employees may have the right to a 4-week trial period in the new role before final decisions are made.
Yes, but extra care is needed. Employees on certain types of family leave have enhanced protection and must be offered suitable alternative employment in priority to others.
The minimum consultation period for 20+ redundancies is 30 or 45 days depending on the numbers involved. For smaller numbers, there’s no fixed consultation period, but fair process must still be followed.
You risk claims for unfair dismissal and compensation at an Employment Tribunal. Awards can be significant, and non-compliance can damage your brand and future UK operations.
Contact Our Experts
Need to make staff redundant in the UK? Contact us to discuss your specific situation.
Kate McDermott
Director
Head of Indirect Tax & HR
Jennifer Cooke
Assistant Manager
Management Reporting, Statutory Accounts, HR & Payroll