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Being made redundant is one of the most stressful things that can happen at work. Understanding your rights can make a real difference to the outcome and to what you receive.
Who qualifies for statutory redundancy pay? You must be an employee with at least 2 continuous years of service who has been genuinely made redundant.
How is redundancy pay calculated?
Your employer must consult you before making you redundant and give you a minimum notice period of 1 week per year of service, up to 12 weeks maximum.
Unfair dismissal occurs when your employer dismisses you without a fair reason or without following a fair procedure. You currently need 2 years of continuous service to claim — this reduces to 6 months from January 2027.
Fair reasons for dismissal include capability, conduct, redundancy or some other substantial reason. Even with a fair reason the procedure must be fair — including investigation, written notice, a disciplinary hearing, right to be accompanied and right of appeal.
Unfair dismissal occurs when your employer dismisses you without a fair reason or without following a fair procedure. You currently need 2 years of continuous service to claim — this reduces to 6 months from January 2027.
Fair reasons for dismissal include capability, conduct, redundancy or some other substantial reason. Even with a fair reason the procedure must be fair — including investigation, written notice, a disciplinary hearing, right to be accompanied and right of appeal.
Since April 2026, Statutory Sick Pay has been payable from Day 1 of illness — the previous 3-day waiting period has been abolished. SSP is currently £123.25 per week for up to 28 weeks.
If your contract offers enhanced sick pay your employer must honour it. If you have a disability your employer has a duty to make reasonable adjustments under the Equality Act 2010.
All workers are entitled to 5.6 weeks of paid annual leave under the Working Time Regulations 1998. For a full-time worker working 5 days a week this equals 28 days. Part-time workers are entitled to 5.6 weeks pro-rated to their working pattern.
A common employer mistake is paying holiday pay at basic salary only. Following a series of Employment Tribunal and Supreme Court decisions, holiday pay must reflect your normal remuneration — including regular overtime, commission, and other regular allowances. If you regularly work overtime that is genuinely required and not truly voluntary, it must be included in your holiday pay calculation.
If you believe your holiday pay has been underpaid you can bring a claim to the Employment Tribunal for unlawful deductions from wages within 3 months of the underpayment. You can claim for underpayments going back up to 2 years.
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