If an employee is facing redundancy just as summer begins, they’re not alone. For many employees, redundancy announcements come at one of the most challenging times of the year. Holidays may already be booked, childcare arrangements made, and household budgets planned around a regular income. Suddenly being told one’s role is at risk can leave someone feeling uncertain about what the future will bring.

While it’s completely understandable to feel anxious, it’s important not to panic. Redundancy is a legal process, and employees have important protections throughout it. Taking the right steps early can help provide clarity and prepare for whatever comes next.

It’s also worth remembering that being told “you’re at risk of redundancy” is not the same as being made redundant. Many employees assume the decision has already been made, but that isn’t necessarily the case. Understanding the process and one’s redundancy rights can make a significant difference to the outcome.

If you’re facing redundancy and are unsure whether a fair process has been followed, it’s important to seek legal advice. Whether you’ve been told your role is at risk, have concerns about how you’ve been selected, or want to understand your redundancy rights, getting expert advice can help you make informed decisions and protect your interests.

To learn more about the services we provide, simply:

• Call us now on 020 3397 3603
• Request a callback by filling out our online form

1. Understand What “At Risk” Really Means

One of the first things to understand when facing redundancy is the distinction between being placed “at risk” and dismissed.

When an employer tells an employee their role is at risk of redundancy, it’s informing them about the possibility. At this stage, no final decision should have been made. The purpose is to explain why redundancies are being considered and to explore potential alternatives.

Read More: “Sham Redundancy” Not Found as Tribunal Dismisses Claim

Only once the redundancy process has been completed should a final decision be made about whether one’s employment will end. This distinction is important because many employees begin searching for new jobs immediately or assume there’s nothing they can do. In reality, while an employee is at risk, there may be opportunities to avoid redundancy altogether.

2. Familiarise Yourself With Your Redundancy Rights

One of the most valuable things an employee can do is know their legal position from the outset. Understanding redundancy rights in the UK helps recognise whether an employer is following a fair process and if entitlements are being upheld.

Depending on one’s circumstances, an employee may be entitled to statutory pay, notice, and paid time off for job interviews. Their employer should also carry out a fair process, explain why their role is affected, and consider alternatives to dismissal.

Some employers also offer enhanced redundancy packages that go beyond the statutory minimum. An employee’s employment contract or staff handbook may contain additional information about their entitlement. It’s therefore worth reviewing these documents carefully before making any decisions.

Having a clear understanding of one’s rights early on can provide confidence during what is often an emotionally difficult process.

3. Gather Evidence and Keep Good Records

When emotions are running high, paperwork often becomes an afterthought. However, keeping organised records can prove invaluable later.

As soon as an employee is told they’re facing redundancy, they should begin collecting copies of their employment contract, staff handbook, redundancy letters, emails relating to the process, recent performance reviews and any other relevant documentation. It’s equally important to make notes after meetings, recording who attended, what was discussed and any questions or assurances given by the employer.

These records can be incredibly useful if later professional advice is desired or an employee wants to query how the redundancy process has been handled. Even seemingly minor details can become important if there are disagreements further down the line.

Being organised doesn’t mean preparing for a dispute; it simply means protecting oneself while navigating an uncertain situation.

4. Review How the Decision Has Been Made

If an employer is selecting certain employees for redundancy, the selection process should be fair, objective and based on reasonable criteria.

Rather than assuming the decision is final, take time to understand how it has been reached. Ask the employer how the selection pool was determined, what criteria were used to assess employees and whether the individual scores can be made available if a scoring system has been applied.

Employers often assess factors such as skills, qualifications, performance records or attendance. However, decisions should never be influenced by discriminatory factors or personal preference.

Asking these questions isn’t about creating conflict. Instead, it demonstrates engagement in the process and a desire to understand how the decision has been reached. If anything appears inconsistent or unclear, it’s better to raise those concerns sooner rather than later.

5. Explore Alternatives Before Assuming You’re Facing Redundancy

Although redundancy often results in employment ending, this isn’t always the only outcome.

Employers have a duty to consider whether suitable alternative employment exists within the business before finalising a redundancy. This might include vacancies in another department, different locations or roles that require some additional training.

If an employee is open to changing responsibilities, learning new skills or relocating, make this clear to the employer. Showing flexibility could increase the chances of remaining with the organisation, particularly if other positions become available during the redundancy process.

Even if an alternative role isn’t immediately available, expressing interest demonstrates willingness to remain employed and could provide benefits later if vacancies arise.

6. Seek Professional Advice Early

One of the biggest mistakes employees make when facing redundancy is waiting until everything has been finalised before seeking advice.

Obtaining redundancy advice for employees at an early stage can help provide understanding of whether the employer appears to be following the correct procedure and whether there are any concerns that should be raised before decisions become final.

Professional advice can also help clarify what payments an employee could be entitled to receive, whether enhanced redundancy terms may apply, and whether any part of the process appears unfair or unreasonable.

An employee doesn’t necessarily need to instruct a solicitor immediately. Depending on the circumstances, support may also be available through a trade union, an employment adviser or organisations such as Acas. The important thing is to seek independent guidance if there’s any uncertainty surrounding one’s position rather than relying solely on information provided by the employer.

7. Start Preparing for Your Next Opportunity

While it’s natural to hope a role can be saved, it’s sensible to prepare for every possible outcome.

Updating one’s CV, refreshing LinkedIn profiles and reconnecting with professional contacts can all help provide a level of control. Rather than waiting until employment officially ends, taking small steps now ensures readiness to begin applying for new opportunities if redundancy does become unavoidable.

For some people, redundancy also presents an opportunity to reassess their career. It may be the right time to retrain, pursue qualifications or even explore a completely different industry.

Although summer can feel like an inconvenient time to begin a job search, many employers continue recruiting throughout the season in preparation for autumn projects and business growth. Starting preparations early can put individuals in a stronger position than waiting until any notice period has ended.

Facing Redundancy Doesn’t Mean Facing It Alone

Being told you’re facing redundancy can feel deeply personal, but it’s important to remember that redundancy relates to the role rather than the individual. Many people experience uncertainty, frustration and anxiety throughout the process, particularly when it coincides with family holidays or increased financial commitments during the summer months.

Read More: The Bay Tree Welshpool Fined £12k Following Unfair Redundancy

The best way to protect oneself is by staying informed, asking questions and understanding employment rights from the very beginning. Don’t assume the outcome has already been decided simply because a role has been placed at risk. Take time to understand the process, keep detailed records, review how decisions are being made and seek independent advice if anything doesn’t seem right.

Every redundancy situation is different, but employees who understand their redundancy rights are often better equipped to make informed decisions and move forward with confidence, whatever the eventual outcome.

Facing Redundancy? Get Help with Redmans

If you’re facing redundancy and are unsure whether your employer has followed a fair process, it’s important to seek legal advice as soon as possible. Whether you’ve been told your role is at risk, have questions about your redundancy rights, or are concerned about how you’ve been selected, understanding your legal position can help you make informed decisions and protect your interests.

At Redmans Solicitors, our specialist employment law team can assess your circumstances, explain your redundancy rights, and advise you on the best course of action based on your individual situation. We can also help you understand whether your employer has followed the correct procedure and whether you may have grounds to challenge the decision.

It only takes a moment to get started; simply:

• Call us on 020 3397 3603
• Request a callback via our online form