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Redundancy toolkit / Was my redundancy fair?

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Was my redundancy handled fairly?

Answer what you can. We'll show what sounds in line with the usual process, what's worth asking about, and what's worth raising, with the letter that helps. Nothing you answer is stored.

  1. 1How long have you worked for this employer without a break?
  2. 2How many people at your workplace are being made redundant within the same 90 days?
  3. 3Were you told your job was at risk before a final decision was made?
  4. 4Have you had at least one meeting where you could ask questions and put your views?
  5. 5Do you know who else was considered (the selection pool) and the criteria used?
  6. 6Have you seen your own selection scores?
  7. 7Could the decision be linked to pregnancy or maternity leave, a disability or disability-related absence, your age, sex, race, religion or sexual orientation, working part-time, trade union membership, or raising concerns at work?
  8. 8Has your employer told you about other jobs you could apply for?
  9. 9Are you pregnant, or on (or back from) maternity, adoption, shared parental, neonatal care or bereaved partner's paternity leave?
  10. 10Is someone else now doing your job, or has your job been advertised?
  11. 11Have you been given at least your full notice (or pay instead of notice)?
  12. 12Have you been offered a chance to appeal?
  13. 13During your notice, have you been allowed paid time off to look for work?
  14. 14Have you been asked to sign a settlement agreement?
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How it works

Your answers, turned into next steps.

  • Answer as many questions as you can. "Not sure" is fine.
  • We flag what's worth asking about or raising, and why, using the usual rules from GOV.UK and Acas.
  • Each point links to the letter and guide that help.

Figures and rules checked 8 October 2026 against GOV.UK and Acas. England, Scotland and Wales; Northern Ireland has its own rules (nidirect.gov.uk).

What a fair redundancy usually looks like

A redundancy is when an employer needs fewer people to do work of a particular kind, or a workplace closes. To be fair, an employer is usually expected to:

  • warn and consult the people at risk before deciding, and consult collectively if 20 or more redundancies are proposed at one establishment within 90 days;
  • use a fair selection pool and objective criteria, applied consistently;
  • look for suitable alternative work and tell you about vacancies;
  • give you the right notice, redundancy pay and holiday pay;
  • let you appeal.

Selection for a protected reason

Choosing someone because of pregnancy or maternity, disability, age, sex, race, religion, sexual orientation, part-time working, trade union membership or whistleblowing can be unlawful from your first day, whatever your length of service.

Length of service

Ordinary unfair dismissal protection needs 2 years' service for dismissals taking effect before 1 January 2027, and 6 months for dismissals from that date. Statutory redundancy pay and paid time off to job-hunt need 2 years.

Sources

Questions people ask

What makes a redundancy unfair?

Common problems are no real consultation, an unfair selection pool or criteria, scoring mistakes, not looking for other jobs, or selecting someone for a protected reason such as pregnancy or disability. Only a tribunal can decide whether a dismissal was unfair.

Can this checker tell me if I'd win a claim?

No. It points out things that are worth asking about or raising. For advice on your situation, contact Acas or Citizens Advice.

Are my answers stored?

No. The checker works out its result on the page you're looking at and we only count that it was used.

Next step

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