The Redundancy Brief is a static reference publication. It covers the UK redundancy process from the point of notification through to post-employment administration. Each section addresses a discrete stage or entitlement. The content does not change between visits. There is no personalisation, no forum, no advisor on the other end.
The publication exists because the information it contains — while technically available from GOV.UK, ACAS, and employment law reference sites — is scattered, inconsistently detailed, and usually written either for HR professionals administering a process or for employees in sufficient distress that the register of the source compounds the difficulty of using it. This publication is written for the employee, in a register that treats the process as interesting rather than frightening and competence as the default assumption.
The device — a publication, issued in numbered issues, with a masthead and a reference style — is a deliberate choice. Redundancy is a bureaucratic process. Treating it like one is not cold. It is accurate.
What This Is Not
The Redundancy Brief is not a law firm, a legal service, or a regulated advice body. It is not authorised or regulated by the Solicitors Regulation Authority or any equivalent body. Nothing on this site constitutes legal advice. Reading it does not create a client relationship of any kind. The figures and procedural descriptions it contains are accurate to the best of the publisher's knowledge as of the date of publication, but they are general information — not advice tailored to your specific circumstances.
This publication has no connection to ACAS, Citizens Advice, any trade union, any government department, or any employment law firm. Links to external organisations are provided for reference only and do not constitute endorsement.
This publication is written for UK employees in standard employment — those engaged under a contract of employment, working in the private or public sector, facing individual redundancy or inclusion in a small-scale redundancy exercise. It is not written for HR professionals managing a process, for employers, for self-employed contractors, for company directors without a service contract, or for employees subject to large-scale collective redundancy exercises that require specialist trade union representation. Those situations involve considerations beyond the scope of this publication.
Figures and Currency
Statutory figures — the weekly pay cap, the maximum redundancy payment, the tribunal claim time limits — are reviewed by the government each April. The figures used in this publication reflect the April 2026 revision: a weekly pay cap of £751 and a maximum statutory redundancy payment of £22,530. These figures were current at the time of writing. If you are reading this publication after April 2027, verify the current figures via the GOV.UK redundancy pay calculator before relying on them.
For a personal redundancy pay calculation, use the GOV.UK statutory redundancy pay calculator. This publication sets out the formula and the variables; it cannot produce a figure tailored to your specific age, service length, and weekly pay. The calculator does.
When You Need More Than This
This publication covers the standard redundancy process. There are situations in which it is not sufficient and independent legal advice is the appropriate step. If you believe your selection was influenced by a protected characteristic — age, disability, pregnancy, sex, or others under the Equality Act 2010 — that is a discrimination matter requiring specialist advice. If you have received a settlement agreement, you are legally required to take independent legal advice before signing; this publication describes the landscape but cannot provide that advice. If your employer is insolvent, the process for claiming statutory payments from the National Insurance Fund involves specific procedures not covered here.
The ACAS helpline is free: 0300 123 1100. It is available Monday to Friday, 8am to 6pm. ACAS advisers can provide guidance on redundancy procedure, your rights, and next steps. Citizens Advice also provides free guidance and can refer to further support where necessary. Where the situation involves a potential tribunal claim, discrimination, or a settlement agreement, an employment solicitor is the appropriate resource — many offer a free initial consultation.
The publication is updated when statutory figures change or when procedural law requires it. The current edition reflects the position as of June 2026. Earlier issues of this publication remain available at their original URLs. The index is at redundancybrief.co.uk.