Redundancy Claim Solicitors in London
Unfairly selected, not consulted or underpaid? Our employment solicitors help employees challenge unfair redundancy and recover what they are owed.
Can you make a redundancy claim?
Yes. You can bring a redundancy claim if your employer selected you unfairly, failed to consult properly, did not offer a suitable alternative role, or did not pay the statutory redundancy pay you are owed. Redundancy is a lawful reason for dismissal, but only when the job really is no longer needed and the employer follows a fair process. If either part is missing, the dismissal can be challenged at an employment tribunal.
Adam Bernard Solicitors acts for employees across London from our High Holborn and Upton Park offices. Our solicitors are regulated by the SRA. We look at how you were selected, how you were consulted and how your pay was worked out, then tell you plainly whether you have a claim worth pursuing.
Time-sensitive: From 1 October 2026, most employment tribunal claims, including unfair dismissal, must be started within six months of the dismissal. Before that date the limit was three months less one day. You must contact Acas for early conciliation before you can file a claim (GOV.UK – Employment Rights Act 2025 factsheet).
What makes a redundancy unfair?
A redundancy is likely to be unfair if there was no real redundancy situation, the selection was not fair and objective, there was no meaningful consultation, or suitable alternative work was not offered. Employment tribunals usually look at five questions:
- Was the redundancy genuine? The work you did must have ended or reduced, for example because the business closed, a workplace shut or fewer people were needed for that kind of work. This is the test in section 139 of the Employment Rights Act 1996. Calling a dismissal a redundancy to cover a performance or personal issue is not a genuine redundancy.
- Was the pool fair? Everyone doing similar work should normally be considered, not just the person the employer wants to remove.
- Were the selection criteria fair and objective? According to GOV.UK, acceptable criteria include skills, qualifications, appraisal markings, disciplinary records or last in, first out, as long as they are not discriminatory.
- Was there proper consultation? You should have been told why your role was at risk, shown your scores and given a real chance to respond before any decision was made.
- Were alternatives explored? Your employer should look for suitable alternative roles, including in associated companies.
Were you selected for an unlawful reason?
Being selected because of a protected characteristic or for asserting your legal rights makes the redundancy unfair. In many of these cases you do not need two years’ service to claim. Examples include selection because of pregnancy or maternity leave, age, disability, race, sex, part-time or fixed-term status, trade union membership, whistleblowing, health and safety activity, jury service or taking family leave. GOV.UK lists all of these reasons on its redundancy selection page.
If you think you were selected for one of these reasons, read our guide to automatic unfair dismissal. If a protected characteristic under the Equality Act 2010 played a part, you may also have a discrimination at work claim. Discrimination compensation is uncapped and you do not need any minimum length of service.
Did your employer consult you properly?
If 20 or more employees are being made redundant at one establishment within 90 days, your employer must consult collectively: at least 30 days before the first dismissal for 20–99 redundancies, and at least 45 days for 100 or more. These rules are in section 188 of the Trade Union and Labour Relations (Consolidation) Act 1992 and explained on GOV.UK’s consultation page. For fewer than 20 redundancies there is no fixed timetable, but individual consultation is still needed for the dismissal to be fair.
Protective award: doubled in 2026. If your employer failed to collectively consult, a tribunal can make a protective award of up to 180 days’ gross pay for each affected employee. This applies to dismissals on or after 6 April 2026. The previous maximum was 90 days (business.gov.uk – protective awards).
Were you offered suitable alternative employment?
Your employer should offer any suitable alternative job that is available, and you have a legal right to a four-week trial period in it. Whether a role is suitable depends on the pay, status, hours, location and how close it is to your current job. If you reasonably refuse an unsuitable role, or leave during the trial, you keep your right to redundancy pay (GOV.UK).
If you are pregnant, on maternity, adoption or shared parental leave, or recently back from it, you must be offered any suitable vacancy before other at-risk staff. You should not have to apply or compete for it. If this did not happen, the redundancy may be automatically unfair.
How much statutory redundancy pay are you owed?
If you have worked for your employer for at least two years, you are usually entitled to statutory redundancy pay. It is worked out from your age, your length of service (up to 20 years) and your weekly pay, which is capped at £751 for redundancies on or after 6 April 2026. The maximum payment is £22,530 (GOV.UK – statutory redundancy pay).
| Your age during each full year of service | Pay per year |
|---|---|
| Under 22 | Half a week’s pay |
| 22 to 40 | One week’s pay |
| 41 and over | One and a half weeks’ pay |
You can check your figure with the GOV.UK redundancy pay calculator. Statutory redundancy pay under £30,000 is not taxable (GOV.UK). Your contract may give you more than the statutory amount, and you are also entitled to notice pay and any unused holiday.
If your employer has not paid: you have six months from the date your job ended to claim statutory redundancy pay. If your employer is insolvent, you may be able to claim from the government’s Redundancy Payments Service (GOV.UK). For other money owed, see our unpaid wages claim page.
What can you claim for unfair redundancy?
An unfair redundancy claim can lead to a basic award (calculated in the same way as statutory redundancy pay), a compensatory award for your financial losses, and, where consultation failed, a protective award. Redundancy pay you have already received is usually set off against the basic award. Discrimination claims can also include compensation for injury to feelings.
The rules are changing: what this means for you
| Change | Date | Effect for employees |
|---|---|---|
| Weekly pay cap increased to £751 | 6 April 2026 | Higher statutory redundancy pay and basic awards |
| Protective award maximum doubled to 180 days | 6 April 2026 | Bigger awards when collective consultation fails |
| Tribunal time limit extended to 6 months | 1 October 2026 | More time to start your claim |
| Unfair dismissal qualifying period reduced from 2 years to 6 months; compensatory award cap removed | Planned 1 January 2027 | Many more employees can claim unfair redundancy |
Sources: GOV.UK – Employment Rights Act 2025 factsheet; GOV.UK – Unfair dismissal factsheet.
How a redundancy claim works: step by step
- Appeal internally. Put your reasons in writing to your employer straight away.
- Get advice early. We review your at-risk letter, selection scores, consultation notes and redundancy pay calculation.
- Acas early conciliation. This is required before you can make a claim. It often leads to a negotiated settlement. See our ACAS assistance service.
- Settlement or tribunal. If your employer offers terms, we advise on the settlement agreement. If not, we prepare and present your employment tribunal claim.
Why choose Adam Bernard Solicitors for your redundancy claim?
- Specialist employment solicitors regulated by the SRA, with offices in High Holborn and Upton Park
- Up to date on the Employment Rights Act 2025, so you get advice on the law as it applies now, not as it stood two years ago
- Clear, honest advice on whether your claim is worth pursuing, and competitive fees with structured payment plans
- Meet us in person, by phone or by video on Zoom, Teams, WhatsApp or Skype
If your dismissal was not about redundancy at all, see our unfair dismissal claim page. Employers: for advice on running a lawful redundancy process, visit Redundancy for Employers.
Call 0207 100 2525 or book a consultation with our redundancy claim solicitors today.
This page is for general information only and is not legal advice. Last reviewed: 20 October 2026.
Frequently Asked Questions
How long do I have to make a redundancy claim?
Can I claim unfair redundancy with less than two years' service?
How much is statutory redundancy pay in 2026?
What is a protective award?
Can I refuse an alternative job and still get redundancy pay?
Is redundancy pay taxable?
Should I sign a settlement agreement after redundancy?
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