Redundancy is usually a type of dismissal when a role is no longer needed. Your employer should only consider making redundancies if part or all of the organisation is:

• closing, or has already closed
• changing the types or number of roles needed to do certain work
• changing location

If you’re dismissed for another reason, for example because of your performance or conduct, it’s not redundancy. In this case, your employer must have followed a disciplinary or capability procedure before dismissing you.

Your employer might try and look at other options before deciding on redundancies, for example changing working hours, offering voluntary redundancy or moving employees into different roles.

Before your employer selects anyone for redundancy, by law they must follow a consultation and selection process.

Your redundancy rights in a TUPE transfer

You have your usual employee rights to a fair redundancy process in a TUPE transfer when you transfer from your current employer to a new employer. TUPE means Transfer of Undertakings (Protection of Employment).

Find out more about your redundancy rights under TUPE