From April 2026 fire and rehire has strict new legal restrictions. Describe your situation and get instant guidance on whether your employer is acting lawfully.
↓ Try the Checker NowFire and rehire is the practice of dismissing employees and re-engaging them on worse terms. In England, Wales and Scotland, a statutory Code of Practice in force since 18 July 2024 lets employment tribunals increase compensation by up to 25% where an employer unreasonably fails to follow it.
Collective consultation must take place where 20 or more employees are dismissed. In England, Wales and Scotland, the protective award for failure to consult is up to 180 days' gross pay per employee.
Key areas covered: fire and rehire, statutory code, collective consultation, protective award, unfair dismissal. Checked against official sources.
The Code expects employers to genuinely explore alternatives to fire and rehire, consult meaningfully with staff or their representatives, and only proceed as a last resort — an employer who skips straight to dismissal and re-engagement without this process faces the real risk of increased tribunal compensation.
If you refuse imposed new terms and are dismissed as a result, this may amount to unfair dismissal, particularly if the statutory Code wasn't properly followed — worth raising this specifically if your employer failed to consult or consider genuine alternatives first.
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Our guidance covers many common situations, but complex or high-stakes cases need professional advice. For employment issues, contact ACAS in England, Wales and Scotland (0300 123 1100) or the Labour Relations Agency in Northern Ireland (03300 555 300). For free general advice, contact Citizens Advice (England 0800 144 8848, Wales 0800 702 2020), Citizens Advice Scotland (0800 028 1456) or Advice NI (0800 915 4604). For urgent housing problems in England, Shelter can help on 0808 800 4444.
What you need to know
The checker below answers from the verified guide for your nation. These are the key points from each one.
Full guide: Fire and Rehire in England, Wales and Scotland. Last verified: 24 September 2026.
Full guide: Fire and Rehire in Northern Ireland. Last verified: 24 September 2026.
This guidance is for general information only and does not constitute legal advice. Always verify current figures and legislation on GOV.UK or seek professional advice for your specific situation.
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Am I entitled to redundancy pay?
Employees with at least 2 years of continuous employment are entitled to statutory redundancy pay. The amount depends on age, length of service and weekly pay. For redundancies from 6 April 2026, a week of pay is capped at £751 in England, Wales and Scotland (maximum £22,530) and at £783 in Northern Ireland (maximum £23,490).
What is unfair dismissal?
Unfair dismissal is when an employer dismisses an employee without a fair reason or without acting fairly in how they do it. In England, Wales and Scotland you currently need at least 2 years of continuous employment to claim ordinary unfair dismissal, or at least 6 months where the employment ends on or after 1 January 2027. In Northern Ireland you need at least 1 year.
When is statutory sick pay paid?
From 6 April 2026, statutory sick pay (SSP) is paid from the first full day of sickness absence, in Northern Ireland as well as in England, Wales and Scotland. It is £123.25 a week, or 80% of your average weekly earnings (normal weekly earnings in Northern Ireland) if that is lower. In England, Wales and Scotland it is paid for up to 28 weeks.
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The checker answers only from the guide for the nation you choose, plus what you tell it. If your question is not covered there, it says so instead of guessing. Each guide was checked against primary sources on 24 September 2026.
Spotted something missing, wrong or out of date? Tell us, or comment on the guide.
Further reading: our blog explains whether your employer can change your contract without your agreement.
Directed and published by Matt Thompson, founder of UK Work Rights. Guidance checked against GOV.UK, ACAS and legislation.gov.uk. This is general rights guidance, not legal advice.
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