I have been made redundant – what do I need to do?
14 tasks in suggested order
1. Check that the Great Britain redundancy consultation was genuine and the selection process fair
Your employer should consult about the redundancy and explain the reasons/selection. If 20 or more redundancies are proposed at one establishment within 90 days, collective consultation rules apply.
During the proposal/consultation stage, before dismissal takes effect.
Your employer/employee representatives; GOV.UK/Acas for the Great Britain rules.
Consultation letters, selection criteria/scores and notes of meetings.
For 20–99 proposed redundancies, collective consultation must start at least 30 days before the first dismissal; for 100 or more, at least 45 days. Northern Ireland has different timing for 100+ redundancies.
Official source: GOV.UK
2. Check the Northern Ireland redundancy consultation and selection process
Your employer should consult you before redundancy. For 20 or more redundancies within 90 days, collective consultation with representatives is required under the NI rules.
During the consultation and before dismissal takes effect.
Your employer/representatives; nidirect and the Labour Relations Agency for Northern Ireland employment-rights information.
Consultation material, selection criteria/scores and meeting records.
Northern Ireland’s nidirect guidance states consultation should begin at least 30 days before redundancies start, or 90 days where more than 100 employees are affected. Do not substitute Great Britain’s 45-day rule.
Official source: nidirect
3. Check any suitable alternative job and use the 4-week statutory trial where appropriate
If applicable: If your employer offers another role.
If your employer offers suitable alternative employment, you normally have a 4-week trial period. It can be extended for training if agreed in writing before the trial starts.
When an alternative role is offered before your existing job ends.
Your employer; GOV.UK redundancy rights.
Written job offer, duties, pay, hours, location, contract terms and any proposed training/trial extension.
Unreasonably refusing suitable alternative work can affect statutory redundancy pay. If the trial shows the job is unsuitable, tell the employer during the trial period.
Official source: GOV.UK
4. Check any suitable alternative job in Northern Ireland and use the 4-week trial right
If applicable: If your employer offers alternative employment.
In Northern Ireland, an available suitable alternative job should be considered before redundancy. You have a statutory 4-week trial period; it can be extended by written agreement where training is needed.
When your employer offers an alternative role before the old job ends.
Your employer; nidirect/Labour Relations Agency if you need the NI employment-rights route.
Written role details, pay, hours, location, duties and any training/trial extension.
An unreasonable refusal of suitable alternative employment can remove entitlement to statutory redundancy pay. Disputes can be decided by an Industrial Tribunal.
Official source: nidirect
5. Check your Great Britain statutory/contractual notice and notice pay
The statutory minimum notice is at least 1 week after 1 month to under 2 years’ service, 1 week per full year from 2 to 12 years, and 12 weeks after 12 years. A contract can give more, not less.
When the redundancy dismissal date is confirmed.
Your employer and GOV.UK notice-period rules.
Contract, continuous-service start date, redundancy/termination letter and recent pay details.
Your employer should either let you work the notice or provide the notice pay/payment-in-lieu route that law/contract allows.
Official source: GOV.UK
6. Check your Northern Ireland statutory/contractual notice and notice pay
NI statutory minimum notice follows the same service bands here: at least 1 week for 1 month to 2 years, 1 week per year for 2–12 years and 12 weeks for 12+ years, unless your contract gives more.
When your redundancy/termination date is confirmed.
Your employer; nidirect NI notice guidance.
Contract, service dates, termination letter and pay information.
Check the contract because it may provide a longer period. Payment in lieu can apply depending on the contract/circumstances.
Official source: nidirect
7. Check Great Britain statutory redundancy pay, final pay and holiday
Statutory redundancy pay normally requires employee status and at least 2 years’ continuous service. Service is capped at 20 years. For redundancies on or after 6 April 2026, weekly pay for the statutory calculation is capped at £751 and maximum statutory redundancy pay is £22,530.
Before/at the end of employment, and challenge unpaid statutory redundancy within the applicable time limit.
Your employer first; GOV.UK calculator/rights and employment tribunal route if unresolved.
Age, continuous service, 12-week average pay information, contract, final-pay/holiday records and redundancy statement.
Your employer should give a written statement explaining the redundancy-payment calculation. Contractual schemes can pay more than the statutory minimum.
Official source: GOV.UK
8. Check Northern Ireland statutory redundancy pay, final pay and holiday
NI statutory redundancy pay normally requires employee status and at least 2 years’ continuous service, with service capped at 20 years. The current NI weekly-pay cap is £783 and the maximum statutory redundancy payment is £23,490.
At the end of employment; if statutory redundancy remains unpaid, act within the NI claim time limits.
Your employer first; nidirect/Redundancy Payments Service or Industrial Tribunal route where needed.
Age, continuous-service dates, pay, contract and the employer’s written calculation.
The NI caps differ from Great Britain’s current figures. The employer should normally pay automatically and give a written calculation.
Official source: nidirect
9. Use the Great Britain right to reasonable time off for job hunting/training if you qualify
If applicable: If you will have at least 2 years’ continuous service by the end of notice.
If you have at least 2 years’ continuous service by the end of your notice period, you can take reasonable time off during notice to look for work or arrange training.
During the redundancy notice period.
Request the time from your employer.
Interview/training dates and reasonable notice to the employer.
The statutory amount the employer must pay for this time off is capped at 40% of one week’s pay, even if you take more time off.
Official source: GOV.UK
10. Use the Northern Ireland right to reasonable time off for job hunting/training if you qualify
If applicable: If you will have at least 2 years’ continuous service by the end of notice.
If you have at least 2 years’ continuous service by the end of notice, NI guidance gives a right to reasonable time off during the notice period to look for another job or arrange training.
During your redundancy notice period.
Request it from your employer.
Interview/training details and reasonable notice to your employer.
The employer only has to pay up to 40% of one week’s pay for this statutory time off.
Official source: nidirect
11. Check Great Britain job-search and benefit support after redundancy
Depending on your National Insurance record and household circumstances, you may need to check New Style Jobseeker’s Allowance, Universal Credit or other support rather than assuming one benefit applies automatically.
As soon as redundancy is confirmed if you expect an income gap; claim timing can affect support.
GOV.UK benefit/job-search services and Jobcentre Plus where directed.
NI record/work history, household income/savings, housing costs and redundancy/final-pay information.
Redundancy payments/savings can affect means-tested support such as Universal Credit. Check eligibility rather than assuming redundancy itself creates entitlement.
Official source: GOV.UK
12. Check Northern Ireland Jobs & Benefits and benefit support after redundancy
Jobs & Benefits offices can help with job search, benefit claims and training. Depending on your circumstances, Universal Credit or contribution-based New Style JSA/ESA may be relevant.
As soon as redundancy is confirmed if you expect to need income or job-search support.
Northern Ireland Jobs & Benefits office / nidirect benefit routes.
Employment history, NI record, household finances and redundancy/final-pay information.
This is a practical Lili check, not a claim that every redundant worker must claim a benefit. Eligibility depends on the individual benefit rules.
Official source: nidirect
13. Claim eligible money from the Insolvency Service if your employer cannot pay because it is insolvent
If applicable: If your employer is unable to pay, for example because it is insolvent.
If your employer is formally insolvent and owes redundancy pay or other eligible employment debts, employees can use the Insolvency Service claim route. Different payment elements, including loss of notice, can have separate claim steps.
After the insolvency process provides the case/reference information needed for the claim.
Insolvency Service online redundancy-payment claim service.
Case reference (CN), National Insurance number, bank details, employment/redundancy dates, pay/holiday details and evidence of money owed.
The service has eligibility and statutory caps; amounts above what the government can pay may need to be registered in the insolvency as a creditor claim.
Official source: GOV.UK
14. Use the Northern Ireland insolvency-payment route if an insolvent employer cannot pay what you are owed
If applicable: If your employer in Northern Ireland is insolvent and cannot pay eligible employment debts.
If a Northern Ireland employer is insolvent, eligible employees may claim statutory amounts such as redundancy, limited wage/holiday arrears and compensatory notice pay from the National Insurance Fund through the NI process.
When the employer is formally insolvent and you have the insolvency practitioner/process details.
NI Redundancy Payments Service/insolvency practitioner using nidirect guidance.
Employment/service/pay details, money owed, redundancy date and the forms/reference details provided by the insolvency practitioner.
NI uses its own Redundancy Payments Service process and caps. Contact the insolvency practitioner if you have not received the claim information/forms.
Official source: nidirect
